Pay Equity Compliance, wherever you operate.
Comply with your country's pay-transparency law — its transposition of the EU Pay Transparency Directive — in your own language. Job evaluation, the statutory pay-gap report, and the joint assessment, for every member state you employ in.
What the law asks
It asks for more than a number.
The EU Pay Transparency Directive doesn't simply ask employers to publish a pay gap. It asks them to establish it objectively, report it the way each country requires, and act on it where it's too wide. Those are separate pieces of work — and they share one deadline.
Twenty-seven laws, not one
The directive is transposed differently in each member state, with its own thresholds, deadlines and metrics (phasing 250 → 150 → 100 employees). Your obligation follows your workforce, so employing in several countries means answering to several laws at once.
Establish equal value
Pay has to be compared across roles of equal value, judged objectively rather than by job title or market rate. That gender-neutral job evaluation is the directive's real test — and the step most tools skip.
Report it each country's way
Every jurisdiction sets how the gap is calculated, and in which language, currency and format. A report only counts when it matches the national rules.
Act on what you find
A mean gap of 5% or more in a role category calls for a joint pay assessment — explaining what's genuinely driving the gap, and setting out how to close it.
Most platforms bolt this onto a benchmarking product. Paritir is built the other way round — the directive is the spine, not a module.
How it works
The directive's own workflow, end to end.
Establish work of equal value
A gender-neutral, k-anonymised job-evaluation survey — the directive's actual test for equal value, not a salary-benchmark proxy.
File the statutory report
Mean and median gap, quartiles and the bonus gap — as a document-grade national export, in local language and currency.
Assess & remediate
When a gap crosses the threshold, run the joint pay assessment and model remediation with payroll-ready output.
The operational work
Knowing the law is the easy part.
Complying is a chain of practical jobs: getting the data together, working out what the gap really is, producing a report that counts, and answering employees who ask. Paritir runs the whole chain.
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.
The gap you can actually explain
A single gap figure doesn't tell you what's driving it. Paritir separates the explained gap from the unexplained — controlling for the objective job-evaluation score and other legitimate factors — so you can see, and defend, the part that genuinely needs action.
A filing, not a spreadsheet
Every country wants the gap reported its own way. Paritir produces the statutory report to your jurisdiction's format, in its language and currency, as a document-grade export — ready to file, not reformat.
Answer employees on time
The directive gives employees the right to ask how their pay compares. Paritir logs each request, drafts a compliant response from your own figures, and keeps the statutory deadlines — so a new right doesn't become an admin burden.
Why Paritir
Compliance-native, not compliance-as-a-feature.
Gender-neutral job evaluation
An analytical job-evaluation survey as the objective work-value driver — hard to retrofit onto a salary-benchmarking product, and the basis the directive actually asks for.
Your country, your language
German and French statutory content, in-language AI narratives, and localized exports — grounded in the official national and OJ texts.
The whole obligation
Job evaluation, statutory report and joint assessment end to end — as your national law enacts them, including remediation, where most tools stop.
Built for advisors
A consultant and reseller model so firms can deliver pay-equity compliance as a service across a portfolio of clients. For advisors →
See it on your own numbers.
Sign up and walk through the platform with sample data — the report your auditors will accept, in minutes. No sales call required.