The EU Pay Transparency Directive (2023/970) and a growing patchwork of US state laws are driving rapid adoption of pay equity software. The market has expanded significantly since 2024, with specialised startups, compensation platforms and HRIS modules all competing for buyers. This comparison evaluates the most relevant vendors on features, target market and regulatory coverage.
All vendors must cover at least three core functions: statistical pay gap analysis, job architecture/equivalent-work grouping, and reporting
Assessment based on publicly available information, vendor documentation and market analysis
No affiliate links, no sponsored placements
As of April 2026
Feature comparison: core capabilities
| Vendor | Gap Analysis | Job Architecture | Reporting | Simulation | Monitoring | HRIS Integration |
|---|---|---|---|---|---|---|
| PayAnalytics | Multivariate regression | Built-in module | EU directive, IS, UK | Yes | Real-time dashboard | Workday, SAP, API |
| Syndio | Regression, intersectional | Opportunity analysis | US (EEOC, CA), EU | Yes | Continuous | Workday, ADP, Oracle |
| Trusaic | Regression, multi-factor | Job grouping module | US (CA SB 1162, EEOC), EU | Yes | Dashboard + alerts | ADP, Workday, API |
| beqom | Integrated in comp module | Comp structures | EU, country-specific | Yes (Total Comp) | Dashboard | SAP, Workday, Oracle |
| Figures | Benchmarking + gap | Leveling framework | FR Egapro, EU | Comp planning | Yes | Personio, BambooHR, API |
| Gapsquare (XpertHR) | Statistical, UK focus | Job families | UK GPG, EU directive | Limited | Dashboard | CSV, API |
| Payscale | Regression + market data | Job matching | US, UK, EU (basic) | Yes | Dashboard | Workday, ADP, API |
| Salary.com | CompAnalyst Pay Equity | Job matching | US-focused | Yes | Dashboard | ADP, Workday, API |
| Carta Total Comp | Equity + cash gap | Leveling | US (basic) | Comp planning | Limited | Carta, HRIS via API |
| gradar | Analytical job evaluation | Built-in (DE) | DE-focused | No | Limited | CSV, API |
| Comp-n-Ben | DACH-specific | Tariff structures | DE, AT, CH | Limited | Basic | DATEV, SAP, Personio |
Decision matrix by company size
| Company Size | Recommended Category | Suitable Vendors | Typical Cost/Year (USD) |
|---|---|---|---|
| 100-500 employees | Specialised SaaS | PayAnalytics, Figures, Trusaic, Carta Total Comp | $20,000-$45,000 |
| 500-2,000 employees | Mid-market pay equity | PayAnalytics, Syndio, Trusaic, Payscale, Salary.com | $45,000-$100,000 |
| 2,000-10,000 employees | Enterprise pay equity | Syndio, beqom, Payscale, PayAnalytics | $100,000-$250,000 |
| 10,000+ employees | Enterprise suite with pay equity module | beqom, Syndio, SAP SuccessFactors (partner) | $250,000+ |
Directive requirement coverage
The following table shows how each vendor covers specific requirements of Directive 2023/970. Ratings are based on publicly available product information and may change with product updates.
| Requirement (Directive 2023/970) | PayAnalytics | Syndio | Trusaic | beqom | Figures | Payscale | Salary.com |
|---|---|---|---|---|---|---|---|
| Gender pay gap report (Art. 9) | Yes | Partial | Partial | Yes | Yes | Partial | No |
| Equivalent work / comparator groups (Art. 4) | Yes | Yes | Yes | Yes | Yes | Yes | Yes |
| 5% threshold / joint pay assessment (Art. 10) | Yes | Yes | Partial | Yes | Partial | Partial | No |
| Information request workflow (Art. 7) | Yes | No | No | Yes | No | No | No |
| GDPR-compliant processing in EU | Yes (IS/EU) | US-based | US-based | Yes (CH/EU) | Yes (FR/EU) | US-based | US-based |
| Pay range in job postings (Art. 5) | Partial | No | Yes | Yes | Yes | Yes | Yes |
| US pay data reports (EEOC, CA SB 1162) | No | Yes | Yes | No | No | Yes | Yes |
Vendor profiles
PayAnalytics (Reykjavik, Iceland) is the vendor most tightly aligned with the EU directive. Founded in 2017, it focuses exclusively on pay equity. The platform provides multivariate regression, a built-in job architecture module and reporting templates for multiple EU countries. Strength: EU-native, GDPR-compliant, strong methodology. Weakness: smaller ecosystem than US vendors.
Syndio (Seattle, USA) is the largest specialised pay equity vendor globally. The platform combines pay gap analysis with opportunity analytics (promotions, hiring) and intersectional analysis by gender, race and ethnicity. Strength: comprehensive analytics, large enterprise reference customers. Weakness: US-centric, EU reporting still developing, data processed in the US.
Trusaic (Los Angeles, USA) specialises in pay equity compliance with a strong focus on US state laws, particularly California SB 1162. The platform automates pay data reports and provides regression-based analysis. Strength: US regulatory compliance, automated California reporting. Weakness: EU features still building, US-based data processing.
beqom (Nyon, Switzerland) offers a comprehensive total compensation platform with integrated pay equity analytics. Best suited for large enterprises that want pay equity as part of a broader compensation strategy. Strength: holistic approach, EU data residency. Weakness: high complexity and cost.
Figures (Paris, France) combines compensation benchmarking with pay equity analysis. It generates the French Index Egapro and is expanding to cover the full EU directive. Strength: strong benchmarking, EU-native. Weakness: pay equity depth less than pure specialists.
Salary.com (Waltham, USA) offers CompAnalyst Pay Equity as part of its broader compensation management suite. Strong market data integration. Strength: large compensation database, established brand. Weakness: EU-specific features limited, US-focused.
Carta Total Comp (San Francisco, USA) extends Carta's equity management platform into total compensation and pay equity. Best suited for venture-backed companies already using Carta for cap table management. Strength: equity + cash analysis, startup-friendly. Weakness: limited EU coverage, basic reporting.
Shortlist 2-3 vendors based on company size, HRIS landscape and jurisdictional scope
Run a pilot on representative data — data quality determines success, not feature lists
Verify EU directive coverage: report formats, information-request workflows, 5% threshold alerts
Confirm data residency: EU employee data should be processed in the EU under GDPR
For US+EU employers: ensure the platform handles both EU gender gap reports and US intersectional analysis
Frequently asked questions
Which pay equity software works best for EU compliance?
PayAnalytics offers the strongest alignment with Directive 2023/970, including EU-specific reporting and GDPR-compliant processing. beqom provides a comprehensive total compensation platform with EU data residency. Figures combines benchmarking with EU gap reporting. For multinational EU+US operations, Syndio and Trusaic cover both regimes from a single platform.
How much does pay equity software cost?
SaaS solutions for mid-market employers (200-1,000 employees) typically range from USD 20,000 to USD 75,000 per year. Enterprise solutions for 5,000+ employees can exceed USD 150,000 annually. Implementation costs add 30-50% of the first-year licence fee. Some vendors offer per-employee pricing from USD 3-8 per employee per month.
Can one platform cover both EU and US pay equity requirements?
Yes. Syndio, Trusaic and Payscale handle both EU directive reporting and US requirements (EEOC, California SB 1162). The platform must run EU gender-only regression per equivalent-work group alongside US intersectional analysis. EU employee data should be processed in the EU under GDPR.