A salary transparency and compliance platform for Spanish and EU regulations. Covers pay registers, gender gap analysis, EU Directive metrics, job valuation, corrective plans, and an employee portal — all in one auditable platform.
The Problem
RD 902/2020 and Directive 2023/970 impose overlapping obligations: pay registers, audits, dual thresholds, reversed burden of proof. Spreadsheets won't cut it.
June 2026: transposition deadline. June 2027: first mandatory report for companies with 150+ employees. The clock is ticking.
Inspections, sanctions, and the obligation to disclose gaps to employees and works councils. The burden of proof rests with the company.
The Solution
Automatic FTE normalization, detailed pay components, bulk import, and immutable period snapshots for audit-proof records.
Mean and median gap by professional group with a legal-threshold traffic light (25% RD 902 / 5% Directive) and year-over-year evolution.
Salary quartile distribution and variable pay percentage broken down by sex — exactly as required by Directive 2023/970.
Gender-aware valuation system to compare pay across jobs of equal value, not just within the same professional group.
When a gap requires action, define measures, owners, and deadlines in cooperation with the legal workers' representation.
Each employee views their pay and group averages by sex — with anonymity safeguards — and exercises their Directive right to request information.
Tech Stack