Methodological rigor, not just a calculator
PayWise strictly follows the official EIGE/European Commission guide: we evaluate work of equal value, not payroll reports, not job clustering by title. We evaluate the role, not the person — individual scores stay separate from committee consensus, and samples that are too small are flagged explicitly, never hidden inside an unsupported verdict.
The team has the relevant qualifications — a Labor Law Expert and an Equal Opportunities Expert — with real experience running these processes at large companies with complex structures. We haven't just read the law; we've applied it.
The law is still before the Senate, but the reporting deadlines (2027 for companies with 150+ employees) are already fixed by the EU directive. Evaluation takes months — it's worth starting now.
What the pay gap looks like in Romania
the gender pay gap across the whole economy in Romania, 2024 (Eurostat aggregate B-S, industry+construction+services).
the EU-27 average, 2024 (provisional figure — source: Eurostat, indicator sdg_05_20, final data expected December 2026).
the most exposed sector: financial and insurance intermediation (source: Eurostat, earn_gr_gpgr2, NACE Rev. 2 breakdown, 2024).
The whole-economy average looks fine — but it hides large extremes by sector (up to 30.9% in financial services). This is exactly why EU Directive 2023/970 requires evaluation by categories of work of equal value, not by a general average.
Source: Eurostat, datasets sdg_05_20 and earn_gr_gpgr2, extracted 2026-08-24.
Why it matters for employers
- Trust through transparent decisions
- Better retention
- Reduced litigation exposure
- Better HR planning
- Reliable data for identifying disparities