Everything you need, automated, to go from data to compliance
Six pieces that work together — not separate modules you have to wire up yourself.
More information01 · Job evaluation, on the EIGE methodology
The factor plan across the 4 legal criteria (skills, effort, responsibility, working conditions), with the 14 sub-factors and weights from the EIGE toolkit. Each evaluator scores individually, on levels from 0 to 5 (professional knowledge, from 0 to 8); the committee sets the final level by consensus, not by automatic averaging. Every decision stays traceable: who scored, what justification they wrote, when the final level was set.
02 · Pay gap indicators, calculated by PayWise
Mean and median pay gap, for the whole company, by pay quartile and by category of workers doing the same work or work of equal value, based on total pay (base salary plus variable components). You run the calculation after each import; every calculation stays in the history, with its date. Categories with a gap of 5% or more are flagged, and those with fewer than 3 women or 3 men are marked as such, without figures.
03 · Remediation plan, on your budget
For each flagged category you create a plan: you enter the available budget and split it across measures yourself. The workers' representative can comment on the plan and give an opinion. If a gap of 5% or more remains unjustified and unremedied 6 months after the report is submitted, PayWise opens the joint pay assessment (Art. 10), tracking the justifications and corrective measures.
04 · Recruitment report (Art. 5)
For each evaluated job you download an Excel file with the annual gross pay range of the job's grade, the basis of that range and the competences from the validated job profile: the information you give candidates before the interview.
05 · Employee information requests
Every employee has the right to request their own pay level and the average pay levels for their category, broken down by gender. Employees request directly in the platform, and HR records requests received by e-mail or on paper, with their actual date. The 2-month legal deadline is tracked, and the reply is generated from existing data; HR previews it and can download it as a PDF.
06 · Audit log and versioned reports
Every change goes into an audit log that cannot be edited or deleted: who changed what, and when. Approved reports are versioned: a change creates a new version, and the old one stays. The committee's justifications, the representatives' opinions and the joint assessment justifications stay in the platform, ready to show in an inspection.