The end-to-end legal compliance platform for pay transparency.
- We don't pull reports straight from payroll.
- Objective evaluation, not job titles.
- Compliant with EU Directive 2023/970.
We actually evaluate every role in your company on the 4 criteria required by EU Directive 2023/970, using the EIGE methodology with 14 sub-criteria, then compare pay on the basis of work of equal value, not job titles.
Pay Equity
We compare work of equal value, not job titles.
Job Evaluation
The EIGE methodology — 4 criteria, 14 sub-criteria — individual scoring, committee consensus.
Gap Analysis
Pay gap indicators, calculated by PayWise in one click, flagged at the 5% threshold.
Reporting
An audit log and versioned official reports, ready before anyone asks for them.
What you actually do in the platform
- Import from the D112 tax filing or a CSV — the national ID is used strictly for matching, never stored, never logged, never returned in any application response.
- Objective job evaluation on the EIGE methodology (4 criteria, 14 sub-criteria), with evaluation committees.
- The legal pay gap indicators, calculated in one click, flagged at the 5% threshold, with the causes of the gap (Oaxaca-Blinder decomposition: how much of the gap is explained by grade and seniority, how much remains unexplained).
- Employee information requests (Art. 7) — the legal deadline tracked automatically, with responses generated from real data.
- A remediation plan built against the budget you actually have.
- An optional AI module — used STRICTLY for narrative writing of reports over figures already calculated and verified, never for scoring jobs or allocating remediation budget (a deliberately avoided source of reintroduced bias).
- An immutable audit log and versioned official reports — the evidence, ready before anyone asks for it.
From your first account to the official report
On June 7, 2027, the first reporting obligation comes into force for many companies in Romania. It sounds far off, but evaluating jobs properly takes time — it's not a one-week job, and it shouldn't be rushed. Below, step by step, is what a realistic path there looks like, so you can start early and without pressure.
Onboarding
We set up your account, with roles and access suited to your team.
Data import
The D112 tax filing or a CSV file with the data you already have — the national ID, if present, is used strictly for matching, never stored.
Job evaluation (EIGE)
Committee, individual scores, consensus — on the 4 criteria and 14 sub-criteria of the official methodology.
Indicators + the causes of the gap
One-click calculation, flagged at 5%, with a clear breakdown: how much is objectively explained, how much remains unexplained.
Remediation plan
The remediation plan on your budget, split across measures by you; the 6-month deadline for the joint assessment is tracked by PayWise.
Reporting
An audit log that cannot be altered and versioned official reports, ready before anyone asks for them.
Obligations depend on company size
Thresholds, deadlines, and the joint pay assessment — explained clearly, for your company's size.
Read the guide →Plans aligned to the legal thresholds
From €990/year + VAT for small companies, up to Enterprise with assisted audit.
See pricing →Questions? Write to us
We personally answer any question about methodology, legal thresholds, or implementation.