PayGap

Measure. PayGap calculates unadjusted mean and median pay gaps, quartile distribution and gaps per category of worker, across base, variable and total pay. It then moves from raw gaps to a like-for-like comparison. This uses regression models built on objective, gender-neutral criteria, and a Blinder-Oaxaca decomposition shows which factors drive the gap.

Explain. Predicted pay models compare each employee with similar colleagues and flag outliers automatically. In Case Management, each outlier is either justified and documented or marked for correction. This builds the audit trail employers need now that the burden of proof has shifted to them.

Act. Budget simulation tests different ways to close unjustified gaps and shows what each one costs. The result is a remediation plan, which also feeds into the joint pay assessment where one is required.

Report. Statutory reports follow each country’s rules, come in the local language and use pay actually paid out. They include sign-off workflows and four years of reporting history. With the Right to Information module, employees can request and receive their individual pay information. Pay Finder shows recruiters the pay band for a role and a gender-neutral predicted salary.

PayGap maps every formal requirement of the Directive to the module that delivers it. A named customer success manager leads implementation, with support from local employment law firms. Support continues after go-live, so gaps stay closed once they’re fixed.