Mayo fintech Payslip’s new Lecora platform will support gender pay gap reporting and employee pay information requests as organisations prepare for major compliance changes across Europe.
Irish payroll technology company Payslip has launched Lecora, a new reporting platform designed to help employers meet the requirements of the EU Pay Transparency Directive, one of the most significant changes to workplace pay reporting and equal pay compliance in Europe.
The Dublin-headquartered company said Lecora has been built to help organisations analyse gender pay differences, prepare statutory reporting and manage employee requests for pay information under the new rules.
“EU Pay Transparency represents a major change in how employers will need to understand and explain pay”
The launch comes as employers across Ireland and Europe prepare for the implementation of the Directive, which introduces new obligations around gender pay reporting, pay gaps between workers performing the same work or work of equal value, and employees’ rights to access information relating to pay.
Explainer: EU Pay Transparency rules and Lecora
| Question | Answer |
|---|---|
| What is Lecora? | Lecora is a purpose-built EU Pay Transparency Reporting Platform launched by Payslip to help employers prepare for and comply with the EU Pay Transparency Directive. |
| Who launched Lecora? | Irish global payroll technology company Payslip, led by CEO Fidelma McGuirk. |
| When was Lecora launched? | 16 September 2026. |
| What problem does Lecora solve? | It helps employers identify, analyse and report gender pay differences while managing employee Right-to-Information requests under the EU Pay Transparency Directive. |
| What is the EU Pay Transparency Directive? | EU legislation that introduces new requirements around gender pay reporting, equal pay transparency and employee access to pay information. |
| What are the two key compliance areas supported by Lecora? | Article 9 statutory gender pay reporting and Article 7 Employee Right-to-Information reporting. |
| What is Article 9 reporting? | Reporting requirements that oblige employers to analyse and report gender pay gaps across their workforce. |
| What is Article 7 Right-to-Information reporting? | A requirement allowing employees to request information about their pay and the average pay levels of comparable workers, broken down by sex. |
| Which employers must start reporting by June 2027? | Employers with 250+ employees and those employing between 150 and 249 workers. |
| When will employers with 100-149 employees be required to report? | From 2031. |
| Does the Directive apply only to large companies? | No. While reporting thresholds apply to larger employers, employees can make Right-to-Information requests regardless of company size. |
| How does Lecora help HR and compliance teams? | It centralises payroll and HR data, automates reporting, manages employee requests and maintains compliance records in one platform. |
| What data does Lecora use? | Standardised payroll and HR data consolidated from multiple countries, providers and systems. |
| What reporting metrics does Lecora support? | Average gender pay gaps, median gender pay gaps and gender pay gaps within categories of workers performing the same work or work of equal value. |
| What is a category of workers under the Directive? | A group of employees performing the same work or work of equal value for pay comparison purposes. |
| Why is pay transparency becoming more complex? | Employers must explain pay differences within comparable worker categories, not just across the organisation as a whole. |
| What is the significance of a 5% gender pay difference? | If a gender pay difference of at least 5% within a worker category cannot be objectively justified and is not addressed within six months, a formal joint pay assessment may be triggered. |
| Can Lecora help analyse reasons for pay differences? | Yes. It enables employers to assess whether pay differences can be explained by objective, gender-neutral factors such as tenure or experience. |
| How does Lecora manage employee requests? | It supports requests from submission through calculation, response generation and case record management. |
| Why was Lecora created? | To help employers transform payroll and HR data into compliance-ready reporting and meet the new operational demands created by EU pay transparency rules. |
| What is Payslip? | A global payroll technology company that helps multinational organisations standardise, automate and manage payroll operations across multiple countries and providers. |
| How many payslips does Payslip process each month? | More than 1.3 million payslips. |
| In how many countries does Payslip operate? | More than 125 countries. |
| What volume of payroll payments does Payslip support? | More than €5 billion in payroll payments globally. |
| What does the name Lecora mean? | The name is derived from the Irish words for equity and proportionality, reflecting the platform’s focus on transparency and fairness in pay. |
| Where is Lecora available? | At www.lecora.eu. |
| What is the broader significance of the launch? | It expands Payslip’s product offering from global payroll management into pay transparency, compensation analysis and compliance reporting. |
Mind the gaps
Built on Payslip’s existing global payroll technology infrastructure, Lecora brings together payroll and HR data from multiple countries and providers into a single reporting environment. The platform is aimed at both Irish employers and multinational organisations operating across the European Union.
According to Payslip, the new system is designed around two key elements of the Directive: Article 9 statutory reporting requirements and Article 7 employee Right-to-Information requests.
Article 9 requires employers to analyse and report on gender pay gaps, while Article 7 gives employees the right to request information about their own pay levels and the average pay levels of workers performing the same work or work of equal value, with those figures broken down by sex.
Employers with 250 or more employees, along with organisations employing between 150 and 249 workers, will be required to begin reporting under the Directive by June 2027. Employers with between 100 and 149 workers will come into scope from 2031.
The legislation goes beyond Ireland’s existing gender pay gap reporting regime by requiring organisations to examine pay differences within comparable worker categories, rather than relying solely on company-wide averages.
It also introduces a significant new administrative burden for employers through employee Right-to-Information requests, which can require organisations to identify comparable worker groups, gather remuneration data and provide compliant responses within defined timelines.
“EU Pay Transparency represents a major change in how employers will need to understand and explain pay,” explained Fidelma McGuirk, CEO of Payslip. “It moves the conversation beyond an organisation-wide gender pay gap towards a much more detailed understanding of whether people doing the same work or work of equal value are being paid equally and, where differences exist, whether those differences can be objectively explained.
“We believe this will fundamentally change how employers think about pay data and the information they need to have readily available. That starts with having accurate and comparable information across their workforce.
“Payslip already solves the challenge of bringing payroll data together across countries and providers, and Lecora takes that capability into EU Pay Transparency, giving HR and Reward teams one environment in which they can understand their position, prepare for the new requirements, complete statutory reporting and respond to employee Right-to-Information requests.”
Payslip said Lecora enables organisations to consolidate pay data, manage categories of workers, track gender pay gaps and produce reporting across multiple legal entities.
The platform also provides dedicated management tools for Article 7 Right-to-Information requests, allowing employers to track cases, generate the necessary pay information and manage responses through a consistent workflow.
A key provision of the Directive concerns gender pay differences of at least 5% within a category of workers. Where such differences cannot be justified through objective, gender-neutral criteria and are not addressed within six months of reporting, employers may be required to undertake a formal joint pay assessment.
Payslip believes the Directive will make pay transparency an ongoing business responsibility spanning HR, payroll, reward, compliance and governance functions rather than a once-a-year reporting exercise.
The launch marks a significant expansion of Payslip’s product portfolio. The company’s Global Payroll Control Platform currently processes more than 1.3 million payslips each month across 125 countries and supports more than €5 billion in payroll payments globally.
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