Make pay transparency enforceable — not just reportable
Equal pay for work of equal value is one of the EU's founding promises. The Pay Transparency Directive turns that promise into an operational obligation: measure gaps, justify differences, assess them jointly, and leave a trace that survives scrutiny from regulators, employees, and the people who hold the budgets.
WorkforceGuard AI exists to close the gap between the law's intent and what employers can actually defend — by turning public EU labour-market evidence and payroll data into decisions backed by provenance, not spreadsheets assembled under pressure.
Why we exist
Directive (EU) 2023/970 changes the question employers must answer. It is no longer enough to know that a gender pay gap exists. Employers must show whether differences are justified by objective, gender-neutral criteria, act when thresholds are crossed, and document what was decided and why.
The EU27 average unadjusted gender pay gap remains 11.1%. WorkforceGuard AI gives HR, people analytics, and compliance teams a workspace where Eurostat-backed benchmarks, payroll-aware review, and hash-chained governance live in one place.
What we believe
- Transparency must be provable — every number traces to a dataset, version, and formula.
- Equity and labour markets are coupled — hiring pressure does not automatically close pay gaps.
- Compliance is a workflow, not a checkbox — approve, override, and reverse with audit context.
- Methodology belongs in the open — employers should not depend on proprietary opacity.