The platform supports payroll data import, gender pay gap analysis, Article 9 reporting and the handling of worker requests under Article 7 of Directive (EU) 2023/970.
The directive imposes two separate obligations on employers: periodic pay gap reporting and providing workers with pay information on request. The platform handles both on the basis of the same payroll data and the same worker categories.
The platform’s substance is built on its creator’s many years of HR experience in international corporations — in compensation, job evaluation and reporting.
Employers with at least 100 employees submit a gender pay gap report — organisation-wide and by category of workers.
This obligation applies to all employers regardless of size. A worker may request information on their pay compared with the averages in their category.
Payroll data is imported from CSV and XLSX files using mapping profiles. Workers are assigned to categories covering the same work or work of equal value, assessed by skills, effort, responsibility and working conditions.
The pay gap is calculated after every import, not only before the reporting deadline. Categories where the gap approaches the 5% threshold are flagged early enough to analyse the causes and take action.
The platform prepares the Article 9 reporting pack in HTML, PDF, CSV and JSON formats and maintains a register of Article 7 requests with deadlines and draft responses.
Every change to a mapping profile, import or request response is recorded with its author and date, so the basis of every figure can be demonstrated in an inspection or dispute.
The user uploads the payroll export, selects a mapping profile and verifies the assignment of workers to categories.
The system presents the pay and bonus gaps and the categories requiring justification on objective, gender-neutral criteria.
The annual report is generated and worker requests are answered within 30 days.
Employers with at least 250 employees report annually from 7 June 2027 (covering 2026); employers with 150–249 employees every three years from 2027, and those with 100–149 every three years from 2031. Headcount is measured in annual work units. Dates follow the directive and the Polish draft act UC127.