The product
What Egalis does, step by step: from payroll data to proof of compliance
Egalis turns the EU Pay Transparency Directive's obligations into routine work: you import the payroll data you already have, get the legally required indicators computed automatically, document the differences that have objective reasons, plan remediation for the rest, and keep proof of every decision — all in one place.
In short
- Monthly payroll import via CSV template — multi-currency, no IT integration project
- The 7 Article 9 indicators, computed automatically, with the 5% alert
- Documented justifications case by case + a budget-optimised remediation plan
- Workers' pay-information requests with the legal deadline on the clock
- Official reports, an evidence file and an immutable audit trail
- Roles for the whole company — from the worker to the multi-company consultant
How do you get your data into Egalis?
No payroll-system integration and no IT project: you use exports your company already produces. A month of data is in the platform in minutes, validated before anything is imported.
CSV import with a template
Every payroll system exports CSV: download the template, fill the columns, and the platform validates everything up front — you see exactly which rows have problems before the import, not after.
Multi-currency and part-time, handled
Salaries in different currencies are converted at a rate you control, and part-time pay is normalised to full-time equivalents — so the indicators compare like with like, as the Directive requires.
An employee register that stays current
Active and suspended contracts, the history of pay changes, leave that affects the calculation, full-time or part-time — with a complete export at any time.
A job catalogue with European coding
Positions carry ISCO groups and ESCO occupation codes, suggested from the official nomenclatures rather than looked up by hand — the reporting categories derive themselves.
Job evaluation on objective criteria
The Directive's four criteria — skills, effort, responsibility, working conditions — with weights aligned to the European methodology (EIGE), evaluation committees and approvals. The foundation for “work of equal value”.
What is the real pay-gap situation?
From the first month you import, you have the full picture: the official indicators, the causes behind the differences and the people who need attention — with statistical honesty where the data is too thin for conclusions.
The 7 legal indicators, computed automatically
Mean and median gap, on base pay and on variable components, by category of workers and by quartile — exactly the Article 9 metrics, recalculated on every import, with an alert when the 5% threshold is crossed.
Factor analysis (Oaxaca-Blinder)
How much of the gap is explained by tenure, role or working hours — and how much remains unexplained. The method economists use to study pay gaps, translated into decision language.
Outliers, surfaced
People paid atypically for their category are flagged automatically, and for each one you can document the objective reason — performance, market, seniority — in a record that stays in the file.
A “what if” simulator
Test a raise, a hire or a promotion and see the impact on the indicators before you decide — not after it shows up in a report.
Benchmark against your sector
Your company's position against official European statistics for your industry — you know whether the problem is yours or the whole sector's.
Statistical honesty, guaranteed
Where a sample is too small for a solid conclusion, the platform says so explicitly instead of showing a fragile verdict — you never get a number you cannot defend.
How do you close the gaps you found?
Unjustified differences are not fixed by a report but by a plan: the platform builds it on your actual budget and tracks its execution month by month.
A remediation plan on a budget
Enter the budget you have, and the engine proposes the allocation that reduces the gap the most: targeted raises person by person, or the minimum uniform raise — with monthly and annual cost compared, to the cent.
The joint pay assessment, guided step by step
If an unjustified gap exceeds 5%, the Directive requires a joint pay assessment with workers' representatives: the platform runs it with steps, deadlines and the documents each stage needs.
Provisions and cost projections
The cost of closing the gap, computed for budgeting: what it costs next month, what it costs per year, what provision to book.
Progress, tracked over time
A baseline, milestones, the indicators' evolution month by month and a PDF progress report — you demonstrate not just where you are, but the road travelled.
How do you stay compliant, day to day?
After the first analysis, pay transparency becomes an operating routine: requests, raises, hires — each with its check before the decision, not after.
Workers' pay-information requests (Article 7)
Every worker has the right to ask for the average pay levels of their category, broken down by sex. In Egalis the request comes in through a secure link, the legal deadline is on the clock, and the answer is generated from existing data.
Pay reviews with a fairness check
Managers' raise proposals pass through a check by sex before approval: you see the imbalances before you sign, not in next year's report.
Compliant recruitment (Article 5)
The pay range for the vacancy notice, generated from your data; a vacancy checker for neutral language and forbidden questions (pay history); a public pay-range page for candidates.
Built-in training
Short modules for managers, recruiters and administrators — what they may say, what they may not ask, what they sign — with completion tracked.
A compliance calendar with alerts
Every legal deadline in one calendar, with email notifications before due dates and in-app signals on the module where work is waiting.
How do you prove compliance externally?
Before an inspectorate, in litigation or in front of the board, the question is the same: “where is the proof?”. In Egalis, the answer is always one click away.
Official reports, with history
The report with the legal indicators is generated from data, passes a confirmation flow and stays versioned in the history — visibly flagged if the source data changed since.
An evidence hub
Every export and its history in one place: reports, registers, PDF documents — each with its generation date.
The justification file
The single register of documented decisions: justified outliers, differences with objective reasons, internal records — the proof prepared before anyone asks for it.
An immutable audit trail
Who viewed, who changed, when — recorded automatically, with no way to delete. Exactly what an inspector or auditor wants to see.
How do you involve people, each in their role?
Pay transparency is not one HR person's job: every role has its own view — and only as much as it has the right to see.
Separate roles, separate views
HR administrator, management approver, manager, recruiter, workers' representative, worker — each with their own pages, signals and access limits.
The worker portal
Workers see their category and exercise their right to information directly in the platform — no stray emails and paper to chase.
A workspace for managers
A manager sees only their team: their raise proposals, their fairness signals — no access to the rest of the company's salaries.
A guide for workers' representatives
Representatives get a dedicated guide and access to exactly what the law entitles them to see — cooperation becomes a process, not a conflict.
Internal surveys and questionnaires
Collect how employees perceive pay fairness through secure links, no account needed for respondents — signals surface before they become resignations.
Many companies, one account
Consultants and corporate groups manage all their entities from a single account, with quick switching and a group-level view.
9 languages, per person
The interface and email notifications follow each user's own language — a Polish manager and a Greek HR lead work in the same company, each in their language.
Why Egalis, and not a spreadsheet or a consultant's report?
Your sensitive data stays yours
Pay data is processed with privacy by design, and your company's data is never held hostage — full export, any time, on every plan.
From measurement to proof, unbroken
A calculator gives you a number; Egalis gives you the whole chain: the number, its explanation, the documented justification, the remediation plan and the proof — in one place, not scattered across files and inboxes.
Statistical honesty
Where the data does not support a conclusion, the platform says so. You never get a verdict you could not defend before an inspector or a lawyer.
Aligned with the Directive and the European methodology
The indicators, evaluation criteria and thresholds come from Directive (EU) 2023/970 and the EIGE methodology — not from in-house interpretations. When the law moves, the platform moves with it.
Your first 30 days with Egalis
Import one month
CSV on the template — data goes in validated, in minutes.
See where you stand
The 7 indicators, the flagged categories, the sector benchmark.
Document what is explainable
Outliers get justifications; objective differences get records.
Plan the remediation
Budget, targeted raises, deadlines — with the cost in plain sight.
Report with proof in hand
The confirmed report, the complete file, the audit trail behind it.
Frequently asked questions about the platform
What is Egalis, in short?
A web platform for pay transparency compliance: you import payroll data, get the Directive's required indicators computed automatically, document the differences that have objective reasons, plan remediation for the unjustified ones, and keep proof of every decision for reporting and inspection.
Do I need to integrate my payroll system or install anything?
No. Egalis works with a CSV export on the platform's template — something every payroll system can produce. The import is monthly and takes minutes; there is no IT project and no access to your systems.
Does Egalis compute the seven Article 9 indicators?
Yes — the mean and median gender pay gap, the gaps in complementary and variable components, the share of workers receiving them by sex, the quartile distribution and the gap by category of workers. They are recalculated on every import, with an alert at the 5% threshold.
What happens if the pay gap exceeds 5%?
The platform alerts you, first helps you verify which part of the difference has objective, documentable reasons, and if an unjustified gap above the threshold remains, it guides you through the joint pay assessment with workers' representatives — with steps, deadlines and the required documents.
Can I manage several companies from one account?
Yes. Consultants and corporate groups work with all their entities from a single account, switching quickly between them — each company with its own data, roles and reports.
What languages does Egalis work in?
Nine: English, Polish, Czech, Slovak, Hungarian, Croatian, Greek, Bulgarian and Lithuanian. The interface and email notifications follow each user's own language setting, so mixed teams work in one company without a common language.
What happens to my data if I cancel?
You export it in full, at any time — registers, reports, the history of decisions. On a downgrade the history stays visible; only the writing functions of unincluded modules stop. Your data is never held hostage.
See the indicators on your own data
Create an account, import one month of payroll and see exactly where you stand — before anyone outside asks. No card required at sign-up.
Egalis is an analysis and compliance tool — it does not provide legal advice. For how the law applies to your company's situation, consult a specialist.