Product preview
The app connects data import, job architecture, compensation ranges, information requests, pay-gap analysis, remediation, reporting and audit trail in a guided compliance workflow.
Real app screenshots
The screenshots show a demo tenant. For Austria until final national transposition, the EU Directive, existing Austrian Equal Treatment Act rules and later Austrian implementation must be assessed separately.
Cockpit
Articles 9 and 10 of the Directive require reliable metrics, threshold checks and traceable follow-up processes.
The cockpit combines analysis readiness, data quality, open tasks, groups above 5 percent and direct entry points into import, analysis and reporting.
Data basis
Article 9 requires analyzable pay components, worker data and comparison groups; Article 12 requires purpose-limited data processing.
The app first analyzes CSV and Excel exports in staging, maps columns and writes to master data only after review and approval.
Art. 4 / 6
Articles 4 and 6 require objective, gender-neutral criteria for equal or equivalent work and transparent pay criteria.
Job families, functions, levels, evaluation points and worker categories form the documented comparison logic for analysis and information requests.
Art. 5
Article 5 requires timely information on starting pay or pay range and prohibits questions about pay history.
Postings are checked for pay range, neutral wording, status and history block before HR publishes or evidences them.
Art. 7 / 8
Workers have an information right regarding their own pay and comparison values; answers must be timely and traceable.
The app combines receipt, deadline, comparison basis, response data, approval and proof of sending in a reviewable request file.
Art. 9 / 10
Article 9 requires pay-gap metrics by pay component; Article 10 links joint pay assessment to unjustified gaps from 5 percent.
The analysis separates mean, median, base pay, variable components and categories, suppresses small groups and marks Article 10 triggers.
Report & evidence
Article 9 requires reporting capability; Articles 18 and 23 make traceable evidence, exports and documented decisions practically central.
The reporting center organizes cycles, export packages, management and representation reports and evidence combined with audit events.
01 · Overview
Every workflow starts where the operational responsibility sits: HR imports and maintains data, compliance reviews obligations, and legal and worker representation receive traceable evidence.
Setup progress, open obligations, role hints and tutorial spotlights guide super admins through setup.
Job families, functions, levels, evaluation points and function modules form the basis for equal or equivalent work.
Salary bands are derived from levels and imported pay data; components remain separately analyzable.
Article 7 requests are managed with deadline, comparison basis, response data, approval and proof of sending.
Median, mean, variable components, quartiles and function-module evaluations are calculated under Article 9.
Justifications, measures, joint assessment, follow-up review and audit events remain traceable in the case file.
End-to-end process
You provide a consolidated CSV or Excel export. The app detects personnel numbers, roles, function groups, pay components and effective dates, but writes only after your approval.
Job families, functions, levels and function groups are reviewed. Function groups become comparison bases only if they are gender-neutral and technically traceable.
The app links salary ranges in job postings, pay criteria and Article 7 requests with deadlines, response data and documented approvals.
After import, mean, median, base pay, variable pay, quartiles and function modules are evaluated. Small groups are suppressed.
Conspicuous gaps are not closed with a status button: objective reasons are documented or a remediation case with measures and joint assessment is started.
Reports, response snapshots, case files, measures and audit events provide evidence that processes and decisions were carried out traceably.
02 · Function modules
Module · HR system import
The app reads CSV and Excel exports in the browser, detects columns by header and value profile and creates an import plan only after review. Individual salaries are imported as pay records, not as salary bands.
Module · Job architecture
Article 4 requires objective, gender-neutral criteria for equivalent work. In the app this becomes job families, functions, levels, evaluation points and function modules.
Module · Pay gap analysis
The analysis calculates overall and per-module metrics, separates base pay and variable components and marks groups above 5 percent under Article 10.
Module · Information requests
Article 7 gives workers an information right on their own pay and comparison values. The app combines request file, deadline, response data, approval and proof of sending.
Module · Compensation ranges
The view shows minimum, maximum and mean values by level. This is especially relevant for Article 5 because job postings need a salary range before the interview.
Modules · Remediation, reporting, audit
For unjustified gaps, remediation cases are created with owner, measures, deadlines, joint assessment and follow-up review. Reporting and audit log provide evidence.
03 · EU mapping
The mapping table is intentionally product-oriented: it shows obligations that are visible in the app as workflows, data model or evidence.
| Article | Duty | Implementation in the app | Jobs | Pay | Requests | Analysis | Report | Remediation | Audit |
|---|---|---|---|---|---|---|---|---|---|
| Art. 4 | Equal and equivalent work | Job evaluation and function modules based on objective, gender-neutral criteria. | ✓ | ✓ | – | ✓ | – | – | ✓ |
| Art. 5 | Pay transparency before employment | Salary range and evidence in job postings. | – | ✓ | – | – | – | – | ✓ |
| Art. 6 | Transparency of pay criteria | Criteria and progression rules as documented methodology. | ✓ | ✓ | – | – | – | – | ✓ |
| Art. 7 | Information right | Request file, comparison basis, response version and proof of sending. | – | ✓ | ✓ | – | – | – | ✓ |
| Art. 9 | Pay gap report | Mean, median, variable components, quartiles and function modules. | – | ✓ | – | ✓ | ✓ | – | ✓ |
| Art. 10 | Joint pay assessment | 5% trigger, objective justification, remediation, joint assessment and follow-up review. | – | – | – | ✓ | – | ✓ | ✓ |
| Art. 11 | Data protection | Small-group suppression, role permissions and pseudonymized evaluations. | – | – | ✓ | ✓ | ✓ | – | – |
| Art. 18 | Burden of proof | Audit trail and documented criteria as a defense line. | – | ✓ | ✓ | ✓ | ✓ | ✓ | ✓ |
| Art. 23 | Penalties | Evidence of implementation, exports, approvals and measures. | – | – | – | – | ✓ | – | ✓ |
04 · Data & integration
The general importer removes a lot of work, but it does not replace clean data preparation. Organizations need a reliable export from HRIS, payroll and local sources.
SAP, Workday, payroll and local lists can contain different truths. You provide a technically reliable export and review data quality.
The app detects columns, date formats, full names, external grades, pay components and architecture suggestions. Uncertain mappings remain visible.
Writing happens only after review. Existing workers are updated, architecture is deduplicated and pay records are continued per effective date.
Ready to test with your data?
The app writes only after your approval.
