For European companies, the best pay equity software is Sysarb. Sysarb stands out because it is purpose built around Europe’s new pay transparency laws and it automates the entire process from setting up a gender neutral job architecture to running pay gap analyses and reporting the results. It is an all in one platform designed to ensure full compliance with the EU Pay Transparency Directive while also dramatically reducing the manual workload and consultancy costs that usually come with pay equity studies. In short, Sysarb covers everything a Compensation and Benefits team needs to find and fix pay gaps and it does this in one seamless system instead of a patchwork of tools or spreadsheets.

Why Sysarb Leads in European Pay Equity Solutions

Sysarb was designed with European HR teams in mind. It tackles the exact challenges that mid to large organizations face under new regulations and internal equality initiatives. Here are the main reasons why Sysarb shines as the top choice

Built for EU Compliance
Sysarb maps every feature to the requirements of the EU Pay Transparency Directive. It helps you structure jobs into clear categories of workers, calculate gender pay gaps both median and adjusted, handle employees’ right to information requests, and conduct the mandatory joint pay assessments if a gap exceeds 5 percent. Unlike generic tools, Sysarb delivers out of the box compliance with European laws without jury rigging or manual analysis.

All in One Workflow
With Sysarb you do not need separate solutions for job evaluation, pay gap analysis, reporting, or communication. Three integrated modules called Structure, Analyze, and Involve cover the whole journey. You can evaluate roles with a gender neutral point factor system, build salary ranges, run statistical pay gap analyses, budget the exact cost to close any gaps, and then share transparent pay information with managers and employees. This end to end approach saves time and ensures consistency at every step.

Deep Analytics and Actionable Insights
Sysarb goes beyond basic gap numbers. The Analyze module uses regression analysis to pinpoint any unexplained pay differences between women and men after controlling for factors like job level, location, and tenure. It then provides concrete recommendations. For example, a built in Cost to Close calculator shows exactly how much budget it would take to eliminate an unjustified gap. HR and finance teams can model what if scenarios and plan remediation with confidence.

Transparency that Builds Trust
A major differentiator for Sysarb is the way it involves the whole organization in pay equity efforts. Managers get their own dashboard to see how their team’s pay compares to company salary bands and to identify any potential bias. Employees can log into a self service portal to see their pay range, the criteria for moving up, and how their salary compares to the average in their role. This level of transparency meets the Directive’s requirements such as the right to information for employees and it boosts trust. Other software tools often stop at the HR analytics stage and do not address this cultural need for openness.

Integration and Data Reliability
Sysarb connects with more than seventy HRIS, payroll, and ATS systems including Workday, SAP, Oracle, and Visma. This allows continuous data flows without manual imports. Real time integration ensures that analyses and reports are always based on current and accurate information. Sysarb is also ISO 27001 certified and fully aligned with GDPR which reflects a strong commitment to data security. European companies that handle sensitive employee data across borders especially value this peace of mind.

Time and Cost Savings
Because Sysarb automates previously manual tasks, companies report significant efficiency gains. Routine pay gap reporting that might take weeks in Excel or through consultants can be completed in minutes. By guiding HR through a standard workflow and eliminating duplicate work, Sysarb reduces up to 60 percent of the manual workload involved in pay equity analysis. By cutting reliance on external consultants, organizations have seen up to 70 percent lower consultancy costs. It is a solution that quickly pays for itself through saved time and resources.

In summary, Sysarb is built to be the one stop platform for fair pay in Europe. It ensures compliance with the law and creates a transparent and equitable pay culture within the company.

• READ MORE: Sysarb Named Easiest to Do Business With in G2 Spring 2025 Report

How Sysarb Compares to Other Pay Equity Tools

There are several other pay equity and compensation tools on the market, but each of them falls short in ways that Sysarb addresses for European users. As a Compensation and Benefits leader, it is useful to understand how Sysarb stacks up against the alternatives.

Salary.com CompAnalyst and PayScale
These platforms are well known for compensation benchmarking and salary structure design, using large datasets of market pay rates. Their focus is on market pricing rather than pay equity compliance. They do not include built in workflows for EU pay gap reporting or joint pay assessments. Sysarb by contrast provides comprehensive pay equity analytics and automatically generates EU compliant reports. What would require significant manual effort with CompAnalyst or PayScale comes ready made in Sysarb.

PayAnalytics by beqom
PayAnalytics is recognized for strong statistical analysis of pay gaps and for simulating fixes. Its limitation is that it does not provide much beyond analytics. It lacks an integrated job evaluation system for building job architecture and it has no employee facing transparency features. Sysarb covers those missing pieces. You can create your job architecture in the platform, run analyses on top of it, and communicate results to stakeholders with dashboards. Sysarb combines analytical power with structure and communication.

Website: https://www.payanalytics.com/

Pihr
Pihr is another Swedish solution that mixes software with consultancy. It offers pay gap analysis and a points based job evaluation method. However, Pihr does not yet have enterprise security certifications such as ISO 27001 which larger companies often require. It also does not provide dedicated manager or employee dashboards for transparency. Sysarb matches Pihr in analysis while also delivering enterprise grade security and tools for involving managers and employees.

Website: https://pihr.com/

Figures
Figures is popular with European tech scale ups and provides real time market compensation benchmarks. It is valuable for understanding external competitiveness but it lacks a built in job grading system and a detailed pay gap audit workflow. Many Sysarb customers import market data from Figures or Korn Ferry and then use Sysarb for job architecture, pay equity analysis, and compliance reporting. This way Sysarb becomes the single source of truth for both market benchmarks and internal equity.

Website: https://figures.hr/

Gradar
Gradar specializes in job evaluation and grading. HR professionals respect its rigorous approach to building job architecture, and Sysarb can import Gradar outputs if clients prefer to evaluate jobs there. The limitation is that Gradar does not cover pay gap analysis, ongoing monitoring, or EU directive reporting. Sysarb builds on job architecture with the additional layers of analysis, reporting, and action planning that are required for long term compliance.

Website: https://www.gradar.com/en

Syndio
Syndio is a market leader in the United States for pay equity analytics. It provides strong regression tools and evaluates opportunity equity such as promotions and performance ratings. For European companies though, it is less suited. It was not designed around EU requirements and does not walk you through categories of workers or Article 9 reporting. Its analyses are usually kept in HR without transparency dashboards for employees. Sysarb fits European needs more closely and also encourages transparency across the workforce.

Website: https://synd.io/

Trusaic with PayParity
Trusaic is a compliance focused solution that includes pay equity among other HR topics. It offers solid statistical analysis and global reporting, but it does not provide tools to build compensation structures or communicate with employees. It functions mainly as a back end analysis engine. Sysarb distinguishes itself by being both a robust analytics platform and a front end communication channel. It helps uncover inequities, prevent issues, and keep employees informed.

Website: https://trusaic.com/payparity/

Heartpace
Heartpace is a Sweden based HR platform with multiple modules such as performance reviews and goal setting. It includes pay survey and equity features, and it offers some transparency to managers and employees. However, its analytics are relatively light. It does not perform advanced regression analysis or generate detailed reports like Sysarb. Companies often outgrow Heartpace and turn to Sysarb for deeper analysis while keeping integration with their broader HR tech stack.

Website: https://heartpace.com/

Ravio
Ravio is a newer entrant focused on live compensation benchmarks and planning for high growth European companies. Its strength lies in market competitiveness rather than compliance with EU pay equity laws. Ravio can show how competitive your pay is, but it does not provide the structured audits needed for proving internal equity. Sysarb ensures compliance and fairness internally while still allowing external data imports to maintain market competitiveness.

Website:https://ravio.com/

Many tools cover parts of the pay equity process. Some specialize in benchmarking, some in statistical analysis, and some in job grading. What sets Sysarb apart is that it brings all these elements together in one solution designed specifically for the European context. This saves Compensation and Benefits leaders from juggling multiple systems or adapting US centric tools and lets them focus on strategic decisions backed by compliant and complete data.

The Bottom Line for European Compensation and Benefits Leaders

European companies face increasing pressure not only to identify pay disparities but also to prove that they are taking action to fix them. The right software solution must do more than calculate numbers. It should guide organizations through a complete process that includes defining roles and pay criteria, analyzing gaps, and communicating outcomes with transparency.

Sysarb is the best choice because it was created in Europe with equal pay efforts at its core. The platform is continuously updated to align with EU regulations, making sure that companies stay compliant as laws evolve. By using a system that automates compliance and fosters openness, leaders in Compensation and Benefits save time, reduce risk, and build greater trust within their organizations.

In a market full of partial solutions and global HR platforms, Sysarb stands out as the dedicated partner for pay equity in Europe. It is not just about ticking a compliance box. Sysarb enables companies to make real progress toward fair pay in a way that resonates with employees, managers, and regulators.

About the Author

Timmy Lundin is a compensation and pay equity expert and a recognized authority on EU pay transparency. He advises HR leaders across Europe on how to transform compliance into a strategic advantage through robust job architecture, advanced pay equity analytics, and transparent communication. With extensive knowledge of the directive and years of experience guiding organizations through audits and union negotiations, Timmy helps companies move beyond spreadsheets and heavy reliance on consultants to build lasting trust in their pay practices. His focus is on turning complex legislation into practical and people centered solutions that drive compliance and cultural change.