Product preview
Your HR export becomes audit-ready evidence.
Upload your pay data. The app builds worker categories, calculates pay gaps under Art. 9, tracks information requests with deadlines and documents every decision.
ImportSAP, Workday or CSV/Excel export – nothing is written until you approve.
ReviewEvaluate jobs, build categories, spot pay gaps of 5% or more.
EvidenceReport, information response and remediation with an audit log.
- Import30 workers · 100% ready for analysis
- Pay gap · Art. 9Median 1.2%
- EvidenceReport finalized · submission documented
Modules
Six modules – from the file to the report.
Pick a module to see the screenshot, the key functions and who works with it.
HR system import
A CSV or Excel export from SAP, Workday or payroll becomes job architecture, workers and pay data.
- Columns are mapped automatically; uncertain mappings stay visible.
- Workers, functions and levels are deduplicated; salaries are imported as pay records.
- Nothing is written until review and approval – you provide a reliable export.
Used byHR / Payroll
Job architecture
Job families, functions, levels and evaluation points form the comparison logic for equal and equivalent work.
- Skills, responsibility, effort and working conditions as evaluation criteria.
- Workers are assigned to a comparison group via their level.
- Pay ranges per level are derived from pay data – no double maintenance.
Used byHR / Compensation
Hiring compliance
Job ads are checked before HR publishes them.
- Check for starting pay or pay range.
- Neutral wording and status per posting.
- Check against questions about pay history (Art. 5(2)).
Used byHR / Recruiting
Information requests
Worker requests run from receipt to dispatch in one request file.
- Deadline of at most two months with status at a glance.
- Response based on the comparison group and current pay data.
- Response version and proof of dispatch are kept as a snapshot.
Used byHR / Compliance
Pay gap & remediation
Art. 9 metrics and the 5% threshold under Art. 10 in one analysis.
- Mean, median, base pay, variable components and quartiles shown separately.
- Small groups are suppressed.
- Unjustified gaps: remediation case with measures, joint assessment and follow-up review.
Used byCompensation / Compliance / Worker representatives
Reporting & evidence
Reporting cycles, exports and the audit log show that duties are met and decisions are traceable.
- Finalize the report and document submission under the four-eyes principle.
- Report packages for authorities, management and worker representatives.
- Audit log with role permissions for sensitive changes.
Used byCompliance / Management
Duties
Your duties under the Directive – handled and provable.
Three situations any employer can face – and the duties behind them, sorted by when they apply to you.
When it gets serious
- Art. 7
An employee wants to know how her pay compares.
In the appThe request runs with a deadline, the response uses her comparison group and dispatch is documented.
- Art. 9
The pay report is due.
In the appMetrics per category are ready, the report is finalized and the submission documented.
- Art. 18
An employee sues for equal pay.
In the appJob evaluation, pay criteria and the audit log show what differences are based on.
| Your duty | How the app handles it | Your evidence |
|---|---|---|
| For every employer | ||
| State the starting pay or pay range before the interview; do not ask about pay history. | Every job posting is checked before publication. | Checked job posting |
| Make the criteria for pay, pay levels and pay progression accessible. | Job evaluation and pay criteria are documented. | Criteria per job |
| Provide information on own pay and the comparison group within two months at most. | Every request runs in a file with a deadline. | Response and proof of dispatch |
| From 100 workers | ||
| Report regularly on the pay gap between women and men. | Calculate metrics per category and finalize the report. | Documented submission |
| For an unjustified gap of 5% or more | ||
| Carry out a joint pay assessment with worker representatives. | A remediation case guides you through justification, measures and follow-up review. | Case file |
| In a dispute | ||
| Prove that there is no pay discrimination – the burden of proof lies with the employer. | Criteria, responses, reports and measures stay documented. | Audit log |
Start with a sample organization or HR system export.
The app writes only after your approval.