Job architecture
Standardize roles, levels, and families across entities with explainable AI suggestions.
Built for defensibility
EU Pay TransparencyMade in EU
New EU law — mandatory for all employers with 100+ staff
Prove equal pay or face fines. We make it easy.
Upload payroll data and get a free compliance score, full category gap table, top risk flags, and deadline-driven exposure summary before you pay. PayComply turns one payroll export into actionable EU Pay Transparency analysis without a consulting project.
Your salary data stays in your browser. Only job titles are sent for AI classification.
85 days until deadline
|Articles 4–10 covered|From €499 one-timeThe old way vs. PayComply
Side-by-sideConsulting firm
PayComply
€15,000–€50,000
From €499
3–6 months
One afternoon
Manual spreadsheets
AI-powered
Annual retainer
One-time payment
Built for the EU Pay Transparency Directive (2023/970)
The directive timeline is fixed. The remediation window is not.
Teams that wait until 2026 compress job architecture, pay-gap analysis, and employee-rights readiness into the highest-risk period.
Urgency snapshot
85 days
June 7, 2026: directive takes effect. Companies must report, answer employee requests, and defend pay-setting decisions with evidence.
01
Directive adopted
EU Pay Transparency Directive (2023/970) set the baseline for pay transparency, reporting, and remediation obligations.
02
June 7, 2026
Member states must apply national rules. Employers need their data, classifications, and reporting workflows ready.
03
After implementation
Companies must report, answer employee requests, and remediate unjustified gaps above 5%.
04
Commercial risk
National penalties vary, and some markets can fine employers up to 5% of payroll for serious non-compliance.
See the product
Everything you need, in one dashboard
Every job category ranked by pay gap. Data Scientist: 14.3%. Finance: 13.8%. Senior SW Dev: 12.9%. Red flags where you need action.
Why teams switch
One system for analysis, action, and audit readiness
Built for fast-moving HR and reward teams that need executive-ready outputs without enterprise consulting timelines.
Gap analytics
Surface outliers fast, trace root causes, and export evidence packs for legal review.
Built for defensibility
Salary bands
Design defensible ranges and publishing-ready compensation data without rebuilding models.
Built for defensibility
Employee portal
Handle Article 7 requests with controlled access, audit trails, and clear pay explanations.
Built for defensibility
How It Works
From raw data to directive-ready outputs in three steps
Designed to fit existing HR operations instead of forcing a heavy transformation project.
01
Connect your pay data
Import compensation, job, and org data from your HRIS or upload a structured export.
02
Model risk and gaps
PayComply maps roles, scores comparability, and highlights directive risks across entities.
03
Ship compliance actions
Generate remediation plans, employee-ready disclosures, and filing-ready reporting outputs.
Product Tour
Watch the workflow from raw export to remediation plan
A short guided walkthrough of how teams move from fragmented compensation data to directive-ready outputs.
Import CenterReady
📁
Drop files here or browse
Detected File
📄
comp-cycle-export.csv
1,248 rows validated
Built for compliance
Built for Article-by-Article Compliance
Each workflow maps directly to the directive articles teams actually need to implement.
Art. 4
Covered ✓Job classification & evaluation
Directive-mapped workflow
Art. 5
Covered ✓Salary ranges in job postings
Directive-mapped workflow
Art. 6
Covered ✓Pay progression criteria
Directive-mapped workflow
Art. 7
Covered ✓Employee information rights
Directive-mapped workflow
Art. 9
Covered ✓Reporting (7 metrics)
Directive-mapped workflow
Art. 10
Covered ✓Joint pay assessment
Directive-mapped workflow
Final CTA
See your compliance gaps in 2 minutes - free.
Start with the free assessment, then move into full pay transparency workflows when you are ready. No extra tooling, no consulting dependency, no new packages required.
FAQ
Questions teams ask before they start
All EU employers will be affected by the directive once each member state implements it. Reporting duties are phased by employer size, but pay transparency, pay-setting, and employee-rights requirements reach well beyond the largest employers.