Pay Equity Risk Calculator
Answer three quick questions to gauge your pay equity compliance risk and get a tailored roadmap.
Pay equity first. Reporting follows.
Start with the question that matters: are people doing comparable work paid fairly? The same analysis then supports the pay data reports you need.
Adjusted and unadjusted gaps, side by side
Regression controls for job title, pay grade, and location — plus tenure and performance rating when you provide them — and reports the adjusted gap with a 95% confidence interval next to the raw, unadjusted gap.
No false all-clear
When your data can’t support a conclusion, PaySymmetry™ says so — “insufficient data” or “not statistically significant” — instead of reporting a 0% gap.
Individual employees flagged for review
By default, employees paid more than 5% below the median of their peer group (same job title and pay grade) are flagged, along with the adjustment needed to reach that median.
Remediation you can budget
Model salary adjustments, see the projected effect on the gap, or give the optimizer a fixed budget and let it allocate across flagged employees. Available on Professional and Complete plans.
Reports built on the same analysis
Available on Professional and Complete plans. Reports are prepared for your review and don’t replace legal advice.
California
SB 1162 pay data report, including the file format for the Civil Rights Department portal.
Colorado and New York
Actual pay by job category and gender. Supports — does not replace — the pay-range disclosures those states require in job postings.
Illinois
Job-category pay data for the Equal Pay Compliance Statement. The certifications themselves are left for a company officer to complete.
Adverse impact analysis
Cohort-level four-fifths (80%) rule test alongside the regression-adjusted gap.
Step 1 — Tell us about your organization
See where you really stand.
A live demo turns this estimate into a defensible, data-backed pay equity analysis.