The software for pay transparency.
The EU Pay Transparency Directive 2023/970 gives every employee the right to ask what colleagues in comparable jobs earn. Staffatlas helps you meet your legal obligations without the hassle.
Four new principles.
Each of them assumes you can justify what work of equal value is. You have done that with the job evaluation.
Right to information
Employees may ask for their own pay level and the average pay of colleagues doing work of equal value, split by sex. You have two months to answer.
Pay gap reporting
Employers report their gender pay gap overall, by quartile, and by category of worker.
Goal: pay gap below 5%
A gender pay gap above 5% that you cannot justify triggers a joint assessment with employee representatives.
Transparency before hiring
Communicate the pay range in the job ad or before the interview. No more pay secrecy clauses.
A brief summary, not legal advice. Details differ between member states.
Pay gap
Your gender pay gap, calculated every way.
Staffatlas calculates the pay gap for the whole company, by quartile, and broken down by comparison group and career level, including how much sits in base pay and how much in bonuses, allowances or benefits.
- Total pay, base pay and supplementary components shown separately
- Compare with the previous year
- Broken down by comparison group and pay quartile
- Switch between annual and hourly pay, mean and median
Pay structure
Does reality match your job architecture?
Staffatlas analyses the details. How do the different comparison groups, job families and career levels look? Does pay match the job architecture you want? Are jobs of equal value paid equally? Where are the outliers, low and high?
- Deep dive into your pay structures
- Box plots mark the quartiles and medians
- Use the compa-ratio to check placement within the pay range
Gender distribution
Gender breakdown across the organisation.
Staffatlas shows the gender distribution overall and broken down by function, job family, discipline, career level and comparison group, so you can see whether all genders have the same career opportunities and where they are under-represented.
- Identify under-represented groups
- Support for diverse genders
- Enable equal career opportunities for everyone
Remediation
Spot differences, then justify or close them.
Pay differences can be legitimate and justified. The justification is documented and logged right in the system. Other differences are unintended and should be closed. StaffAI supports your analysis and suggests solutions.
- Identify differences and outliers
- Record justifications and corrective measures directly
- Track progress across reporting cycles
Reporting
Reliable figures for transparency and ESG reports.
You now have a reliable data foundation and can export the figures you need to publish in reports directly.
- Excel export per reporting year
- Objective comparison groups based on the job evaluation
- A pay gap that includes all pay components
- Every figure is traceable
Experience Staffatlas with your own job catalog.
Let's talk! We give you a walkthrough of Staffatlas and show you what your job architecture could look like — and how you can get to pay transparency with confidence.