The product
What Egalis does, step by step: from payroll data to proof of compliance
Egalis turns the obligations of the EU Pay Transparency Directive (EU) 2023/970 into routine work. You import the payroll data you already have (CSV or Excel), evaluate jobs on the European methodology (EIGE), build pay ranges on the value of work, get the Article 9 indicators computed automatically, close unjustified gaps and keep proof of every decision — all in one place.
In short
- Monthly payroll import from CSV or Excel, with a saved column mapping — no IT integration project
- Job evaluation on the three EIGE methods, with equal-value categories as the result
- A pay scale and a versioned pay system, built on the value of work
- The 7 Article 9 indicators, recalculated at every import, with an alert from 5%
- Salary decisions, information requests and recruitment — each checked before the decision
- The Article 9 report, an evidence file and an immutable audit trail
- A space for every role, in 9 languages: HR, management, manager, representative, worker, consultant
7
Art. 9 metrics, computed monthly
3
EIGE evaluation methods, 0–1,200 scale
10
languages on the European edition
100%
full data export, on every plan
The data's journey, from import to report
Import payroll (CSV/XLSX from any system)
Evaluate jobs on the EIGE methodology
Get the 7 metrics, with the 5% alert
Justify or remedy gaps, documented
Generate the Art. 9 report, confirmed and versioned
Where do you start, and what is due today?
The app is organised in eight spaces — Home, Data, Jobs, Pay, Equity, Workers, Evidence, Settings — each answering one question. The start page shows where the company stands, what comes next and why.
Legal status at a glance
Home shows the company's status on three levels — exposed, to document, defensible — with the reason behind each one (“Why?”) and the alignment cost where there is one.
The agenda: today, this week, this month
Open deadlines and steps grouped by urgency, each with its owner: HR, the director, the workers' representative or the manager.
The company's road, in 8 phases
Foundation, Jobs, Numbers, Pay, Operations, Report, Remediation, Evidence — the current phase, the next step and the estimated effort in hours.
Every role lands on its own page
Workers go straight to their portal, managers to “My team”, representatives to their own space, the decision-maker to the decision-maker's page, consultants to “My dossiers”.
A glossary in the app's own language
66 terms — from “equal-value category” to “compa-ratio” — defined once and used the same way on every screen.
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 or Excel import, with a saved mapping
Every payroll system exports CSV or Excel: you confirm once what each column means, and the mapping is reapplied automatically on the next imports. The platform validates everything up front and shows exactly which rows have problems before the import.
Multi-currency and part-time, handled
Amounts in other currencies are converted at a rate you enter, recorded in the import history; part-time pay is normalised to full-time equivalents — so the indicators compare like with like.
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 — pseudonymised by design, with a complete export at any time.
What work exists in the company, and what is it worth?
Equal work and work of equal value are demonstrated through job evaluation, not job titles. Egalis takes you from the titles in the payroll to equal-value categories, on the European methodology (EIGE) and the Directive's four criteria: skills, effort, responsibility, working conditions.
Structure discovery
The platform reads the imported payroll and flags titles that appear to cover different jobs — two pay levels, large gaps between sites, different qualifications under the same name. You confirm or reject; nothing changes without your decision.
Job architecture with European coding
The job catalogue in families and levels, with ISCO-08 groups and ESCO occupation codes suggested from the official nomenclatures. Until the evaluation, the category is provisional (the occupation group); the categories used in the legal calculation come from the evaluation.
Job evaluation on the method that fits your size
Three methods from the EIGE guidance — factor comparison for micro-organisations, paired comparison for 10–49 workers, point-factor from 50 workers — all on the EIGE 0–1,200 scale. The road has six steps, from ordering the jobs to approving together; an evaluation committee is the default from 50 workers.
Equal-value categories, versioned
Jobs with close scores form equal-value categories. The grouping is an approved version, with its method and tolerance recorded — the basis of every indicator by category.
Approvals and the right to appeal
The weights and the evaluation result go through the approval of workers' representatives, where they exist. Workers can appeal their job's evaluation from the portal and receive a reasoned decision.
Progression criteria
What takes a person from one level to the next in each job family — objective, gender-neutral, written down. Workers see them in the portal, for their own family.
What is each person owed, and what do you decide today?
Pay is built on the value of work: ranges by level, the rules that set what each person is owed, and the day-to-day decisions, checked before they reach payroll.
Company ladder and pay scale
The company map by value level and, inside it, the Pay scale: the value of work against pay, by level and step, with compa-ratio, grid health, grid scenarios and career ladders.
The pay system, versioned
The rules that set, for every level and step, what each person is owed: ranges, step zones, the merit matrix, component eligibility and amounts, the exceptions policy. Each version is simulated (budget, who enters and leaves the ranges, the gap before and after), approved by representatives, adopted, and has its own PDF dossier.
Pay criteria (Article 6)
The criteria used to set pay, pay levels and progression — objective, gender-neutral, accessible to workers. Any reason later invoked for a difference must be one of the criteria published here.
Salary decisions, checked first
Job offers, raises, bonuses, promotions, transfers and exceptions go through the same check: position in the range, step zone and effect on the category's gap — with the reason chosen from the published criteria and the trail kept in the log.
Pay review
The raise cycle: departmental budgets, managers' proposals with the position in the range and the effect on the gap, management's decision, then the file for payroll and confirmation at the next import.
What employees see
One place for everything that reaches workers and managers: the ranges shown in the portal, the full grid, the pay-system sheet, the manager view. Everything beyond the Directive's minimum is optional — off by default, switched on by a checkbox.
A public pay grid
Jobs and pay ranges published on a page with its own link and as an accessible PDF — available on every plan.
Market reference points
Percentiles per job from a pay survey you already have, added with their source and date: they show on the Pay scale but never enter a gap calculation — the grid is built on the value of work. Where the market consistently pays above the grid, a market premium applies as a rule to a job family (capped at 30%), with the justification documented and the beneficiaries' sex composition in plain sight.
What is the real pay-gap situation?
From the first month you import, The numbers page gives the full picture: the legal indicators, their trend, the causes behind the differences and the people who need attention — with statistical honesty where the data is too thin for conclusions.
The 7 Article 9 indicators, computed automatically
Mean and median gap, on base pay and on variable components, the share of workers receiving variable components, the quartile distribution and the gap by category of workers — exactly indicators (a)–(g), recalculated on every import, with an alert when a category's gap reaches 5%.
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.
Employees below average
For every category over the threshold: the underpaid sex's workers who sit below the opposite sex's average, with the deviation in % and the monthly difference in euro. For each one you can document the objective reason in a record that stays in the file.
Criteria in practice
The empirical check: do the published criteria actually explain pay, consistently, in every equal-value category? The same regression as the factor analysis, run category by category.
Benchmark against your country's occupational averages
Average monthly earnings by sex for each major ISCO occupation group in your company's country (Eurostat, Structure of Earnings Survey 2022) — the order of magnitude of pay around you, next to your own figures.
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.
The targeted remediation plan
Who gets a raise and by how much, at the lowest cost: the money goes first to the most underpaid, up to the opposite sex's average. The plan is compared with the minimum uniform raise and with the established statistical variants — with monthly and annual cost, to the cent.
The remediation simulator
Propose raises in the problem categories and instantly see the effect on the gap and the budget needed — before the decision. A saved scenario goes into the log and into the open remediation cases.
Justification or remediation, with a deadline
For every category over the threshold, two paths: a documented justification on objective, gender-neutral criteria, or remediation with a deadline, tracked until it closes.
The joint pay assessment, guided step by step
If a category keeps a gap of at least 5% that is not justified by objective criteria and not remedied within 6 months of the report, the Directive (Article 10) requires a joint pay assessment with workers' representatives: the platform runs it with steps, deadlines and the documents each stage needs.
The compliance budget
The cost in one place, for budgeting: targeted remediation, the active pay-review cycle and aligning those below their range minimum — monthly and annual — plus a separate provision for litigation risk.
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 work with people, day to day?
After the first analysis, pay transparency becomes an operating routine: requests, vacancy notices, communications — each checked before the decision and documented after it.
Workers' information requests (Article 7)
A worker asks for their own pay level and the averages by sex in their category through a secure link; the response deadline is on the clock (at most two months under the Directive) and the answer is generated from the data. In categories that are too small, the averages go to the representatives, so no one's pay can be inferred.
Compliant recruitment (Article 5)
The pay range for the vacancy notice, generated from the job's data; a vacancy checker for neutral language and forbidden questions (pay history); candidate information through a dedicated link; the interview sheet; the offer checked against the range and the published criteria.
Internal communication, with a register
Ready-to-use texts personalised with the company's data — the policy announcement, the report's distribution, the managers' kit, the new hire's sheet — and the communications register: what was communicated, to whom, when, and how many workers were not reached.
The employee portal
In chapters: their rights, pay explained step by step, their category, their requests, their career and their personal data — with a PDF pay statement and a path to appeal the evaluation of their job.
The representatives' space
Workers' representatives have their own space: the approvals that fall to them, the consultation on the report, documented questions and clarifications, a guide to the role — with no access to named data or costs.
Managers, on their own team
A manager sees only their team: each person's position in the category's range and their own raise proposals — no access to the rest of the company's salaries.
Built-in training
Short modules by role — pay conversations for managers, recruitment prohibitions, the request process for HR — with a named confirmation for each version of the material.
Perception survey
Collect how employees perceive pay fairness through secure links, with no account needed for respondents — signals surface before they become resignations.
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.
The Article 9 report, with its flow
The report freezes the 7 indicators at generation and passes a confirmation flow: draft, consultation of the representatives, management's confirmation, archiving. It exports as accessible PDF, CSV, Excel and JSON. Egalis does not file the report on your behalf: the submission stays with the company, and its proof (who, when, which channel) goes into the report and the log.
Evidence & exports
Every exportable piece of evidence in one place — reports, registers, PDF documents, with the export history — plus the register of acts: every approval, consultation or confirmation, with who, what, when and the version.
The justification file and the decision register
Per-worker records, the category note and the remediation-case justification in one file — plus the register of decisions on flagged items. The proof prepared before anyone asks for it.
The deadline calendar
Every company deadline in one calendar — the report, the annual information, cases and requests on the clock, the monthly import — with email notifications before due dates and an .ics export to your own calendar.
An immutable audit trail
Who did what and when — imports, approvals, reports, requests — recorded automatically. The log cannot be changed or deleted, not even by administrators: the rule is enforced at database level.
Who works in the platform, and what does each role see?
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.
Eight roles, separate views
Owner, HR administrator, management approver, workers' representative, team manager, worker, recruiter, consultant — each with their own pages, signals and access limits. Encrypted employee names are visible only to the owner, the HR administrator and the company's consultant.
The decision-maker's page
For management: the verdict, the numbers, the cost, the next deadline and what awaits its confirmation — confirmed in the app, with proof in the log — plus a monthly email summary.
Consultant tools
Free client dossiers on data without names, with a co-branded quick diagnosis and project report; “My companies”, with each client's phase, deadlines and risks, and a portfolio report. The client's account is activated when their people need to enter the app.
Corporate groups
All the group's entities from one account, with the gap consolidated at group level and the export for sustainability reporting (CSRD, ESRS S1-16) — on the Enterprise plan.
AI assistance, validated by a person
On the Enterprise plan, the AI module proposes the column mapping, occupation codes, job descriptions and EIGE scores, justifications, the remediation plan and the report narrative. Every proposal starts from a click and nothing applies itself: a person validates it. Job-description comparison and the structure-discovery assistants work on every plan.
Two-step verification, mandatory
For the roles that see individual salaries and identities — owner, HR administrator, consultant — two-step verification is mandatory. Isolation between companies is verified by automated tests; the details are on the security page.
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
Calculations run on pseudonymised data — payroll ID and sex; optional names are stored encrypted and visible only to the roles entitled to them. And your company's data is never held hostage — full export, any time, on every plan.
From the value of work to proof, unbroken
A calculator gives you a number; Egalis gives you the whole chain: the value of the jobs, the ranges, the salary decision, the number, its explanation, the 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. Where a national transposition law is built into the platform (Slovakia today), documents cite that law, working-day deadlines follow the country's public holidays and the national job-evaluation methodology is available; elsewhere the Directive's own terms apply, labelled as such. When the rules change, the parameters are updated with the date they apply from.
Your first 30 days with Egalis
Import one month
CSV or Excel — data goes in validated, in minutes.
See where you stand
The 7 indicators, the flagged categories, the country benchmark.
Start the job evaluation
The EIGE method that fits your size; until approval, categories stay provisional.
Document and plan
Justifications for objective differences, a remediation plan for the rest — with the cost in plain sight.
Prepare the report
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, evaluate jobs on the EIGE methodology, build pay ranges on the value of work, get the Directive's required indicators computed automatically, document the differences that have objective reasons, remediate the rest 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 or Excel export from your payroll system — something every payroll system can produce — with the column mapping saved at the first import. 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 when a category's gap reaches 5%.
Which rules does Egalis apply in my country?
Directive (EU) 2023/970 and the EIGE methodology, everywhere. Where a national transposition law is built into the platform — Slovakia today — companies in that country get documents that cite the national law, working-day deadlines on the national holiday calendar and the national job-evaluation methodology. Elsewhere, including countries whose law is adopted but not yet built in, the platform applies the Directive's terms and labels them as such.
What happens if a category's pay gap reaches 5%?
The platform alerts you and first helps you verify which part of the difference has objective, documentable reasons. If an unjustified gap of at least 5% is not remedied within 6 months of the report, the Directive requires a joint pay assessment with workers' representatives, and the platform guides you through it — with steps, deadlines and the required documents.
Can I manage several companies from one account?
Yes. Consultants work with their clients' companies from a single account, with quick switching and an overview (“My companies”), and corporate groups also get the consolidated gap on the Enterprise plan. Each company keeps 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.