Product · how it works
One platform for the whole obligation.
Paritir follows the directive's own logic — establish work of equal value, report the gap, then assess and close it — and renders each step as your country enacts it. Here is the workflow, in order.
Article 4 · work of equal value
Job evaluation, the directive's way.
The directive requires an objective, gender-neutral way to compare different jobs of equal value. Paritir uses an analytical job-evaluation survey — scored across skills, responsibility, effort and working conditions — rather than inferring value from market salary data. Responses are k-anonymised and aggregated by job family, so no individual is identifiable.
This is the test benchmarking tools structurally lack — and it is hard to retrofit.
Article 9 · statutory reporting
The report your auditors will accept.
Mean and median pay gap, the bonus gap, the share receiving variable pay, and pay quartiles — calculated to your member state's transposition and produced as a document-grade national export in local language and currency. The figures sit on a letterhead, not a dashboard, because that is what gets filed.
Where a jurisdiction requires publication, an embeddable public report is generated at a stable URL.
Article 10 · joint pay assessment
When a gap triggers, close it.
If a gap crosses your national threshold, the law expects a joint pay assessment. Paritir runs it as a first-class workflow and pairs it with a remediation simulator — model the cost and gap-impact of pay adjustments before you commit, then export payroll-ready changes.
The operational layer
Everything around the three steps.
Compliance isn't only the report. Paritir handles the work on either side of it — getting the data in, and answering the people the law gives new rights to.
HRIS import with change history
Import your workforce as a CSV. Paritir detects salary and role changes between reporting periods and keeps an audit trail, and multi-currency pay is detected and normalised automatically — so each report starts from accurate, comparable data.
Answer employees, on the clock
The directive gives employees the right to ask how their pay compares to the average for work of equal value. Paritir logs each request, drafts a response from your own figures, and tracks the statutory response window for every one.
No individual is exposed
Personal data is pseudonymised per organisation, with k-anonymity floors on every cohort, so analysis and reporting never identify an individual employee.
Know what's due, where
Paritir works out which countries you're obligated in from your own workforce, and a compliance calendar keeps each jurisdiction's filing and assessment dates in view.
For the technical buyer
Explain the unexplained gap.
Beneath the headline figures, a regression engine isolates the adjusted — or "unexplained" — gap, controlling for the objective job-evaluation score and other legitimate factors, with order-invariant decomposition. You can show not just the number, but defensibly why it is what it is.
Adjusted gap
The gap that remains once legitimate factors are accounted for — the figure that matters legally.
Decomposition
Sequential, Shapley and Gelbach methods, so the explanation doesn't depend on the order of variables.
Segments
By country and legal entity — because the obligation, and the gap, can differ across both.
Start with your own data.
Sign up and explore the full workflow with a guided sample dataset.