Compare / PayAnalytics
PayTransparency vs. PayAnalytics
PayAnalytics positions itself around pay-gap analysis: modelling what you pay your current workforce and where gaps are unexplained.
PayTransparency looks outward at what you publish: whether each job posting discloses what the law in each place requires.
| PayTransparency | PayAnalytics | |
|---|---|---|
| Primary focus | Job-posting compliance | Pay-gap analysis |
| Pricing | Free validator; Pro $99/mo with a 14-day trial | See vendor |
| Input | Job descriptions or a careers-page URL | Workforce pay data |
| EU Pay Transparency Directive | Posting-range rule checked; reporting tracked as upcoming | See vendor |
Choose PayAnalytics if…
- You need to analyse and explain pay gaps in your existing workforce, e.g. for EU reporting.
Choose PayTransparency if…
- You need every job posting to meet the disclosure rules where it's published.
Questions
Does the EU Directive need both?
Potentially. The Directive covers pay information in job ads and, for larger employers, gender pay-gap reporting. PayTransparency covers the posting side.
Third-party descriptions are based on each vendor’s public materials as of October 2026and may have changed; check the vendor’s site for current features and pricing. Product names are trademarks of their owners. Other comparisons: Spreadsheets & manual review · Employment attorney review · Your ATS's pay-range fields · Syndio · Trusaic