From a CSV to a defensible pay-gap verdict
Cleira takes your workforce data and produces the full set of figures Directive (EU) 2023/970 expects — computed, flagged, interpreted and, when you're ready, exported as an official filing-ready report. Here's exactly what happens at each step.
A complete, decision-grade gap analysis
Upload a CSV of your workforce — or load the sample dataset — and Cleira computes every statutory metric the directive expects, organisation-wide and per category of workers:
- Mean and median gender pay gaps on base pay and on variable / bonus pay, expressed as a percentage of male pay.
- FTE-adjusted comparisons, so part-time and full-time workers are compared on equal terms.
- Pay-quartile distribution — the share of women, men and other / undisclosed workers in each of the four pay quartiles (Q1 lowest to Q4 highest).
- Variable-pay participation — the proportion of each gender receiving any bonus or incentive pay.
Header names are matched flexibly, so exports like sex, salary or base_pay all map automatically. The free analysis runs entirely in your browser; no salary data is uploaded anywhere.
Automatic 5% breach flagging
The directive's defining trigger is the 5% threshold: where an average gender pay gap of at least 5% appears in any category of workers performing the same work or work of equal value, and the employer cannot justify it with objective, gender-neutral criteria, the employer must carry out a joint pay assessment with workers' representatives.
Cleira checks every job category against that 5% line and flags each one that meets or exceeds it. The on-screen verdict tells you, at a glance, whether you are on track or at risk, how many categories are flagged, and where to focus. Each finding comes with plain-language interpretation and recommended next steps — for example, gathering objective justifications for a flagged category, or planning remedial measures where a gap can't be explained.
Beyond the report: isolate the gap that actually matters
Statutory metrics tell you that a gap exists. They can't tell you why — and a raw gap is almost impossible to defend on its own. A 12% headline gap might be fully explained by men holding more of the senior roles, or it might be genuine unequal pay for equal work. A mean or a median cannot tell the two apart. This is where most pay-gap tools stop — and where Cleira goes considerably further.
On Professional, Cleira runs a full adjusted, regression-based analysis that controls for the legitimate, gender-neutral factors that should drive pay — role, seniority, age and location — and isolates the unexplained gap that remains. It reports whether that residual gap is statistically significant (real signal, not noise) and how much of your headline figure is explained versus genuinely unexplained.
- Objective justification. It answers the directive's central test — whether a gap is justified on gender-neutral criteria — and gives you the evidence to stand behind with regulators and works councils.
- Defensible under a reversed burden of proof. The directive puts the onus on the employer to disprove discrimination; a documented statistical analysis is exactly the objective evidence that defends you.
- Targeted remediation. Employee-level special-case detection pinpoints the specific individuals paid below comparable peers — so you fix the real cases, not blanket averages.
Professional also adds configurable rulesets — field mappings, position grouping and threshold settings — and data correction and re-run, so you can resolve source-data issues and instantly recompute.
Filing-ready reports and ongoing tracking
When you're ready to file, Cleira turns the analysis into an official, branded, filing-ready report in both PDF and Excel (.xlsx) — documentation you can hand to regulators and works councils. Professional supports Excel upload and download, a secure account with team roles and email support, and multi-year tracking so you can report trends across reporting cycles rather than starting from scratch each year.
Your data, isolated by design
On every paid plan your client account gets its own dedicated, isolated database — never shared or co-mingled with another customer's — on EU-hosted, GDPR-compliant infrastructure with role-based access, an audit trail and configurable data retention. Divisions (business units) within a client live inside that same isolated database, separated by role-based access.
For groups, advisory firms and complex governance
Enterprise extends Cleira to multi-entity groups with consolidated reporting, unlimited divisions with scoped role-based access, and HR-system integration with Workday, SAP and Helios. It adds SSO / Azure AD (SAML) and bulk user management, a full audit trail and GDPR data-governance suite, a dedicated customer success manager and a 99.9% uptime SLA.
Try the analysis, then book a walkthroughGet early access, then book a walkthrough
Run the free analysis on your own data right now, or talk to a compliance specialist about Professional and Enterprise.The free analysis on your own data goes live on 1 July 2026 — get early access now, or talk to a compliance specialist about Professional and Enterprise.