Portuguese technology startup TiJUBU launched on September 2nd Pay Intelligence, a module for continuous salary equity analysis and compensation management aimed at medium and large companies, accompanied by a free initial diagnostic tool called Pay Analysis. The solution allows calculation of salary disparities adjusted by role, gender, seniority, seniority level, performance, and organizational structure, integrating job architecture, skills taxonomy, and compensation structures into a transparent and auditable system. The launch comes in response to the requirements of the European Pay Transparency Directive (2023/970), which entered into force in June 2023.
Portugal should have transposed the European directive into national legislation by June 7, 2026, a deadline it did not meet. On August 5th, the Government published the draft bill for transposition, which amends Law No. 60/2018 and was under public consultation until August 25th. The published text extends reporting obligations to companies with more than 50 employees and sets a phased timeline: companies with 250 or more employees and those with between 150 and 249 employees must report their remuneration gaps by June 7, 2027, while companies with 50 to 149 employees have until 2031.
The legislation strengthens the sanctioning regime for repeat offenses and extends from one to three years the presumption period of retaliation against workers who file complaints for pay discrimination. Approval by the Assembly of the Republic and presidential promulgation remain pending, so the definitive timeline and some application details are not yet confirmed. The Authority for Working Conditions continues, however, to enforce compliance based on existing national legislation.
According to TiJUBU, for companies with between 1,000 and 5,000 employees, the difference between ad hoc management and structured compensation management can represent an estimated annual impact of between 500,000 and two million euros, considering direct savings and mitigated risk. The company's co-founder, Rui Luz, stated that the majority of Portuguese companies still do not have mapped how their compensation decisions relate to job architecture, seniority leveling, and salary structure.
