Product · how it works
One platform for the whole obligation.
It starts with your workforce data, then follows the directive's own logic — establish work of equal value, report the gap, assess and close it. These concepts are common to every member state; how each one transposes them into national law differs, and Paritir renders each step the way your country enacts it.
Start · your workforce data
It starts with your data
Compliance begins with a clean, complete picture of your workforce. Import your HRIS as a CSV and Paritir builds the employee directory, detects salary and role changes between periods, normalises multi-currency pay, and pseudonymises personal data by default — so every step that follows runs on accurate, GDPR-safe data.
Read How to prepare →
Imported from your HRIS
| Country | Head | Gender | Reporting | Data |
|---|---|---|---|---|
| Ireland IE | 495 | 45% F | Required | 73% |
| France FR | 135 | 48% F | — | 73% |
| Germany DE | 108 | 48% F | — | 68% |
Work of equal value
Job evaluation, the directive's way
Directive (EU) 2023/970 · Art. 4, as transposed
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, effort, responsibility and working conditions) rather than inferring value from market salary data. Responses are anonymised and aggregated by job family, with small groups suppressed, so no individual is identifiable.
This is the test benchmarking tools structurally lack — and it is hard to retrofit.
EIGE four-factor weights
Statutory reporting
A report in your country's terms
Directive (EU) 2023/970 · Art. 9, as transposed
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 report in your country's terms, in local language and currency, for you to check before you submit. The figures sit on a letterhead, not a dashboard.
Where a jurisdiction requires publication, an embeddable public report is generated at a stable URL.
Joint pay assessment
When a gap triggers, close it
Directive (EU) 2023/970 · Art. 10, as transposed
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.
Group remediation simulator
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.
Import once, kept current
Pay and workforce data is scattered across HR systems, spreadsheets and payroll. Paritir imports your HRIS in one step, tracks salary and role changes over time, and pseudonymises personal data by default — so you start from a clean, GDPR-safe base instead of a manual reconciliation.
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.
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 and groups too small to be safe are suppressed, so analysis and reporting never identify an individual employee.
National renderings
In your country's own terms
- France
- Index Egapro (gender equality index), calculated for you to check before you declare
- Sweden
- lönekartläggning (pay survey)
- Spain
- registro retributivo (pay register)
- Germany
- EntgTranspG (Pay Transparency Act) report annex
- Austria
- Einkommensbericht (income report)
- Belgium
- Wet van 22 april 2012 (Gender Pay Gap Act)
- Switzerland
- a Logib-style analysis, to prepare for the federal Logib check
The filing record. Each filing is a sealed record linked to its report. An uploaded portal receipt is checked, and mismatches are flagged.
Between reports
Representatives in the loop, pay gaps watched nightly
Criteria, requests and positions
Workers' representatives get their own portal. They sign the sealed job-evaluation criteria, file Article 7 requests, and record positions or objections on the joint pay assessment.
Article 7 requests, on the clock
Each Article 7 request gets its national response deadline, public holidays included, and is tracked until answered.
Pay-gap drift
Adjusted pay gaps are recomputed every night, and you're alerted when a group's gap widens or nears the 5% threshold.
Job postings
Job postings are checked for a pay range, currency and period, and for pay-history questions, wherever the rule is in force.
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, so the explanation doesn't change with the order you ask. 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
Three decomposition 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.
For advisors
Delivering it for clients?
Advisory and consultancy firms run the same workflow across a portfolio of clients.
Deliver to a portfolio
Run job evaluation, the statutory report and the joint assessment for every client, from one place.
Your brand, and a weekly digest
Put your logo and product name on your clients' workspaces, and get a weekly digest of what's due across your book.
Questions
Is this legal advice?
No. Paritir is a statistical and compliance tool, not legal advice. Ask Paritir, the in-app assistant, is a research aid: a model, not a lawyer. Assumptions and limits
Which countries does Paritir cover?
Paritir models 29 jurisdictions, including each EU member state's transposition of the directive. Look up any country's status, thresholds and competent authority on the obligations page. Your obligations
Where is our data stored?
Application and database run in EU regions. One sub-processor, for AI inference, is in the US, with transfers covered by the Data Privacy Framework or Standard Contractual Clauses and requests minimised. The security page has the detail. Security
Do you replace our HRIS?
No. You import your HRIS data as a CSV, or send it through the Integration API, and Paritir builds the employee directory from it.
How can someone check a signed evidence pack?
Anyone can check a signed evidence pack at app.paritir.com/verify, without logging in. The file is hashed in your browser and never uploaded. How checking works
Run it on your own obligation
Design partners run the full workflow on their real data: job evaluation, the statutory report and remediation. Access is by invitation for now: we review each application and invite you by hand.