What we claim and what we do not

We deliver supporting documents and an evidence trail. Responsibility for pay remains with the employer.

Amendment status as of 15 September 2026: in the Chamber of Deputies as print 300, awaiting first reading. Based on the Government bill (parliamentary print 300/0, distributed 8 Sep 2026). The law is not yet in force and the text may change in the Chamber of Deputies.

What we claim

1. A pay system you can adopt as an internal regulation — purpose, pay components, how pay is set and a catalogue of job groups ranked by value of work with written justification for each criterion. § 109a Labour Code, from 1 January 2027, every employer.
2. The gap figures per job group that go into the report to the Ministry — from averages, by job group, annual and hourly. § 37i Labour Inspection Act; first in 2028 for 2027; filed only by employers with 150+ annual work units.
3. The reply you must give an employee who asks — one letter per job group, or a sentence explaining why no figure can be given. § 306b Labour Code, from 2028.
4. Parts a) to d) of the written pay assessment. Parts e) and g) we do not produce. § 287b Labour Code.
5. Which job groups exceed the 5 % threshold — and what it is measured on. Gross hourly gap within the group, from averages. No model, no free parameter. § 287a Labour Code.
6. Pay bands and two kinds of inconsistency visible to the naked eye — higher-valued work paid less than lower-valued work, and two groups of equal value whose bands do not overlap at all.
7. The minimum pay to disclose at every hire, with a record. The offer is assessed, not the applicant. § 30(3) Labour Code, from 2027.
8. An evidence trail that states positively who decided what. Entries cannot be edited or deleted — enforced at the database level, not only in code. Confirming without change is a decision, not its absence.

What we do not claim

We do not give a single ‘adjusted gap’ figure. It depends on how individual jobs are rated, and one step in one group can move it by more than the whole figure. You get a direction and a lower bound, or a statement that no direction can be established. Points 1–7 do not depend on this — they rest on averages.

Equal rating does not always mean equal work. Two jobs can reach the same value with very different profiles. The system lists such pairs by name and lets you decide; the decision goes into the trail.

Small groups get no figure. Below the sample threshold the output states why, because a figure could reveal an individual's pay. We distinguish suppressed (a gap exists but may not be shown) from not comparable (no women or no men in the group).

We compute the 5 % threshold from pay for work, not from benefits. Where benefits differ between groups or genders, our threshold may underestimate the statutory one — and every such figure carries a note saying so.

We do not guarantee legal compliance. We never have and we will not. Every document is a draft you adopt as your own. The system refuses to issue a document that claims compliance — that is a guard in code. We do not provide legal services. What we do not produce: part e) and g) of the assessment, the annual notice to employees under § 306b, the benefits system under § 306a, review of confidentiality clauses under § 346a, consultation with trade unions, and the report form itself (the regulation does not yet exist).

No lawyer has reviewed this yet. Until one has, every statement here is our reading of the draft amendment, not legal advice. When that changes, we will say so here with a date.

Why this page exists

A product that sells defensibility cannot afford a claim it cannot defend itself. If someone hands you a shorter second page than ours, it is worth asking whether they have one.