Equal Pay Auditorsame work, same price, found before the claim
For the HR Director proving equal pay before the reporting deadline

Find the roles paid differently for the same work, before a worker or the monitoring body does.

Paste the payroll extract: job titles and pay figures. The screen runs in your browser against the equal pay duties of Directive (EU) 2023/970: every category of workers doing the same work, the pay spread inside it, the gender gap figures as the reporting items state them, the at-least-5-percent joint pay assessment trigger, and the remediation steps, each mapped to the article that asks for it.

Paste your own extract See the worked specimen

Free to run. No account to start. The paste is read in your browser; nothing is stored unless you save an audit. This screens potential parity issues on the data you paste; it does not certify legal compliance.

A pay and reward manager reviewing a pay band sheet with a colleague before the salary review
Know where the same work pays differently before the pay review lands, not after the works council reads the report. The screen hands you the categories, the figures and the article for each next step, on the extract that already sits in your payroll.
Paste the extract as it comes out: a heading row, then one row per worker. Comma, tab or semicolon separated. A band extract (title, band min, band max) runs in the band mode too.
Do not paste names or employee numbers. Job titles, gender, pay figures and FTE are what the screen reads. Delete the name, ID and email columns before you paste; the screen names any identifier column it sees and nothing is stored unless you save an audit.
The paste is read in your browser. Nothing is sent anywhere until you save an audit.

Where every figure comes from, and what the screen refuses to do

The screen matches exact title text, level words in: two rows with the same title sit in one category, and where they are paid differently the row flags. Titles that differ only in level words (Senior, II, Trainee) are marked as equal-value questions, separately, never counted as same-work flags, because the directive compares work of equal value on four criteria: skills, effort, responsibility and working conditions (Art 4(4)). A job evaluation decides that; the screen never does. The engine reads the rows you pasted, computes, and holds its opinion. No AI writes any part while you wait.

  1. Paste the extract. The columns the screen reads: job title, gender, base pay, variable pay where paid, FTE where held. Band extracts run too.
  2. Read the categories. Every same-work category with its min, median, max, the mean and median gender gaps on the male base (Art 3(1)(c) wording), ranked by exposure so the biggest category is first.
  3. See the duties. The reporting duty row for your headcount (Art 9), the at-least-5-percent trigger with its three conditions (Art 10(1)), the worker request view with the two-month reply deadline (Art 7), and the policy checklist (Art 5, 6).
  4. Correct, cost, carry. Merge or mark out the false groups, record the exclusions, size the lift to the category median, keep the run: the saved audit is the file the burden of proof asks you for (Art 18(2)).

Not a ruling. Not an evaluation. Said plainly, because you will carry this to a committee.

The boundary, in the words every result carries: the same-work screen is a screen of the pasted pay figures, not a job evaluation, and it does not certify legal compliance. Two things this tool does not do: it does not run a job evaluation (work of equal value is decided on the Art 4(4) criteria, through your own or a commissioned evaluation; the screen marks the questions), and it does not certify legal compliance (no paste of titles and figures can: your member state's transposing law sets penalties and may add duties, and an employer's defence is its recorded criteria, not a report). Every page here says so, in those words, near the figures.

The pay equity platforms that serve large enterprises run on integrations and job evaluation libraries. This is the audit screen on the extract you already hold: paste, screen, figure, article. It reads the directive as the estate holds it: 22 controls, cited to their articles on the rules page, plus the Australian tier (the Fair Work Act equal remuneration duties) marked as applying only to Australian employers.

Free to run the screen; the audit file is USD 39 a month to 150 workers; the programme is USD 349 a year to 1,000 workers. New here? Read the worked specimen first: a full audit of a 50-row specimen, figures and all.