Payquity
Payquity is a Belgian pay equity platform that scores jobs with a weighted analytical method, builds job architectures and salary ranges, and calculates adjusted gender pay gaps for organisations preparing for EU Directive 2023/970.
What is Payquity?
Payquity is a compensation platform published by the Belgian company FakMan SRL to help organisations put structure and evidence behind the way they pay people. Its stated positioning is transparency and equity in every pay decision, and the whole product is organised around the European Pay Transparency Directive 2023/970, which requires employers to be able to justify their pay practices.
The offer rests on four services. Job Descriptions generates and harmonises role descriptions around mission, responsibilities and skills, on the principle that a reliable description is the precondition for a reliable evaluation. Job Leveling assigns a level to each role from its actual content, with AI assistance. Rewards Frameworks turns the resulting job architecture into instruments managers can use daily: salary ranges, merit matrices and promotion guidelines. Adjusted Pay Gap Analysis measures the gender pay gap and, more importantly, isolates the portion that remains unexplained.
The scoring method is unusually explicit for this category. The application groups its criteria into three families, Skills, Responsibilities and Constraints, and exposes eight named criteria among which technical knowledge and expertise, cognitive and analytical abilities, decision-making autonomy and impact, and physical and environmental requirements. Each role is scored on a 0 to 999 scale mapped onto twenty levels, with a justification written criterion by criterion. Secondary scales grade impact from individual to organisation-wide and autonomy from closely guided to broadly strategic. Note that the commercial landing page advertises nine weighted criteria where the application itself shows eight.
The pay gap module runs an OLS regression controlling for job level, seniority, performance, location and job family, so that the residual gap attributable to gender can be separated from differences that have a legitimate explanation.
Around this core, the platform adds a job architecture view with a levelling matrix, job comparison with filters and CSV export, a pay policy generator, progression plans, evaluations, a reward survey, a maturity quiz and a conversational assistant for questioning assigned levels. It runs in English, French and Dutch, and can be used entirely self-service or with support from the publisher's consultants.
What it does
- Score a job and assign it a level from its real content, with a justification produced criterion by criterion
- Generate, reformulate and harmonise job descriptions with AI assistance
- Build a job architecture organised by families and levels, and export it to Excel
- Calculate a gender pay gap and isolate the adjusted, unexplained share of it
- Define and visualise salary ranges per level
- Draft a pay policy aligned with the European pay transparency directive
- Create progression plans and evaluations for individual employees
When to use Payquity / When not to
A quick filter to help you decide if Payquity is the right fit.
When to use Payquity
- Compensation and benefits specialists who need a documented, defensible job grading method rather than an opaque consultancy deliverable
- HR directors and HR managers of companies from 10 to 250+ employees that have no job architecture, no salary ranges and no written pay policy
- Belgian employers under joint committee 200, whom the publisher names explicitly as its core audience
- Founders and CEOs of small and mid-sized firms who must justify pay decisions before the European pay transparency deadline
- HR business partners and people analytics profiles who want an adjusted pay gap, not just the headline figure
When not to use Payquity
- Teams that need programmatic integration: there is no API and no named connector to an HRIS, a payroll system or an applicant tracking system
- Buyers who require a published price list, since no platform rate is disclosed anywhere on the site
- Organisations outside the European Union, for which the regulatory framework the tool is built around does not apply
- Companies whose procurement requires a data processing agreement, a named subprocessor list or a security certification, none of which is published
- Teams working in a language other than English, French or Dutch, the only three interface languages
How to use Payquity
A typical end-to-end flow, from setup to results.
- Create an account with an email address and a password on the sign-in page
- Use one of the three free tests granted at sign-up to try the scoring without spending credits
- Add a role in one of three ways: upload a file, answer a short questionnaire to have AI draft it, or enter the criteria manually
- Drag and drop job descriptions in PDF, DOC or DOCX format, up to 10 MB per file
- Let the analysis run, then read the report that justifies the resulting level criterion by criterion
- Have managers pre-validate the descriptions before final validation
- Consult and download the reports from the Job Levels section, or delete them
- Open the Architecture view to see the hierarchy by family and the levelling matrix, and export it to Excel
- Upload the payroll file (annual employer cost, gender, unique identifier, objective bonuses) to obtain the raw and adjusted pay gap and the salary ranges
- Use the Toolbox to generate a pay policy, then assign progression plans and evaluations
Pros & Cons
Pros
- The grading method is explicit and auditable: named criteria, published scales and a justification written criterion by criterion, where much of the market stays opaque
- Coverage runs the full chain, from the job description through to the pay policy and the adjusted pay gap
- The pay gap is not just the headline figure: a multi-factor regression isolates the unexplained residual
- Three free tests and a free first call allow the method to be assessed before any commitment
- Explicit alignment with Directive 2023/970, backed by a free maturity quiz
- Trilingual English, French and Dutch, which fits the Belgian bilingual context the publisher targets
- Open exports in Excel, CSV and PDF, and a choice between self-service and consultant-led delivery
Cons
- No price is published for the platform, and additional credits can only be obtained by contacting the publisher
- No API and no named third-party integration: data moves in and out through files only
- No terms and conditions are published, so no contractual commitment is accessible before a sales conversation
- The privacy policy covers website visitors only, leaving the salary data processed inside the platform outside any published document
- GDPR rights can be exercised by telephone only, with no dedicated email address and no data protection officer named
- No data processing agreement, no named subprocessor list and no security certification such as ISO 27001 or SOC 2
- A very young publisher, incorporated in June 2025 with a declared headcount of 2 to 10, and no mobile application
Pricing & Plans
Payquity does not publish a price for its platform: the site has no pricing page and states no amount for the product. Access begins with three free tests granted at sign-up, for which the score is calculated but the PDF report cannot be downloaded; beyond that, the account runs on credits that must be obtained by contacting the publisher. The commercial pitch describes clear per-job pricing, with no hidden costs and a claim of up to 70% below a classic consultancy project, but no figure supports it publicly. A first call is offered free and without commitment, with a reply announced within 24 working hours. The only amounts published on the site, €950 excluding VAT as an early-bird rate and €1,100 excluding VAT thereafter, relate to a one-day workshop held on 29 May 2025 and are not the entry price of the product.
- access to the platform to import job descriptions
- run the scoring and obtain the grading grid
- with no published rate
- consultants step in for kick-off
- calibration
- manager workshops or final review
- available as à la carte sessions or as a fixed project package
- with no published rate
- Three free tests at sign-up
- score calculated but PDF report not downloadable
- Credit-based usage beyond the free tests
- credits obtained by contacting the publisher
Data, GDPR & hosting
A consolidated view of how Payquity handles your data.
GDPR overview
GDPR implementation is explicit but narrow in scope. The privacy policy is versioned Website Privacy Policy v. EU-2025-06, cites Article 6(1)(f) as its legal basis, invokes Article 28 for processors and lists rights of rectification, restriction, objection and complaint, with a pointer to the EDPB members list. International transfers outside the EEA or the United Kingdom are covered by adequacy decisions or standard contractual clauses, with a UK IDTA or addendum where relevant. Two gaps deserve attention. Rights can be exercised by telephone only, on +32 475 82 17 75: no GDPR email address is published and no data protection officer is named. And the policy states it applies to website visitors, leaving the salary data handled inside the platform outside any published document.
Who owns the data?
The published privacy policy names FakMan SRL, a Belgian company, as the data controller for personal data processed through the website. Access is described as strictly limited to authorised Payquity personnel and, where relevant, contracted service providers, with disclosure to public authorities possible under a legal obligation or court order. The policy also states that data may pass to successor entities in a restructuring, merger or sale. A significant limitation must be flagged: the policy covers website visitors only. Payquity publishes no terms and conditions, so there is no accessible contractual clause governing ownership of the job, salary and evaluation data customers load into the platform itself.
Reuse rights
For website data, the stated purposes are giving access to the site and its content, answering enquiries and managing newsletter subscriptions, on the legal basis of legitimate interest under Article 6(1)(f) GDPR. Technical data collected includes the page viewed, date and time, browser type and version, operating system, referrer and IP address; contact and classification forms additionally collect name, professional email, phone, company, role and headcount, with the stated commitment that this is used only to call the enquirer back. Because no terms and conditions are published, the site sets out no reuse rights for the customer over the data they load into the application, and says nothing either way about whether customer data feeds model training.
Data retention & training
Hosting summary
The publisher states on its job classification landing page that data is hosted in the European Union, alongside claims of compliance with Directive 2023/970 and the GDPR. No hosting country is named, and no hosting provider is identified anywhere on the site. That announcement should be read together with the privacy policy, which states that some service providers may process data outside the European Economic Area or the United Kingdom, in which case transfers rely on an adequacy decision or on standard contractual clauses, with a UK International Data Transfer Agreement or addendum where relevant. Subprocessors are described only by category, as web hosting providers and analytics providers, and are never named; the policy invokes Article 28 GDPR for the contractual safeguards binding them. The controller itself, FakMan SRL, is established in Belgium. Note that the privacy policy covers the website, so it does not describe where the salary data processed inside the application is stored.
Things to keep in mind
Risks and trade-offs to weigh before adopting Payquity.
- The salary data loaded into the platform is among the most sensitive an employer holds, yet no published document covers it: the privacy policy states it applies to website visitors only, and no terms and conditions exist
- Automated job scoring can be treated as an objective verdict when it remains a model of a role: an unjustified level, or a poorly written job description, propagates straight into pay ranges and promotion decisions
- The publisher advertises nine weighted criteria while the application exposes eight, so the method described commercially and the method applied are not exactly the same
- Data is announced as hosted in the EU, but the privacy policy allows providers to process it outside the EEA or the United Kingdom under standard contractual clauses
- GDPR rights can only be exercised by telephone, which leaves no written trace for the person making the request
- No data processing agreement, no named subprocessor list and no security certification are published, which may block procurement in regulated sectors
- A pay gap figure can be used to declare a problem solved: the adjusted gap explains differences, it does not by itself establish that the remaining ones are lawful or fair
Setup & Integrations
Technical difficulty
Setup is straightforward. Payquity is a web application requiring nothing more than an account created with an email address and a password; there is no installation, no connector to configure and no API to plug in. Job descriptions are uploaded as PDF, DOC or DOCX files by drag and drop, or drafted in the tool. The real effort is organisational rather than technical: writing usable job descriptions, calibrating levels with managers and preparing a clean payroll file for the pay gap analysis. The publisher announces a first report in under a week and offers optional support for kick-off, calibration and manager workshops.
Deployment
Supported languages
Behind Payquity
Social
Resources
All the official URLs gathered for verification and reference.
Frequently asked questions
What does Payquity actually do?
What method is the job levelling based on?
Can I try it for free?
How much does it cost?
Is there an API?
Which languages and platforms are supported?
Where is the data hosted and how long is it kept?
How do I exercise my GDPR rights?
Who publishes Payquity?
Which regulation is the tool designed for?
Should you pick Payquity?
Payquity addresses a narrow but sharply defined need: giving small and mid-sized European employers the documented foundations they must have to justify how they pay people under Directive 2023/970. Its strongest argument is methodological transparency. The grading criteria are named, the 0-999 scale and its twenty levels are published, each result comes with a justification written criterion by criterion, and the pay gap is measured by a regression that separates explained differences from the unexplained residual. For a category where grading is often delivered as an opaque consultancy output, that is a real distinction, and the coverage from job description through to pay policy is unusually complete for a product this young.
The reservations are mostly about transparency of a different kind. No price is published anywhere, and moving beyond the three free tests requires contacting the publisher for credits. There are no terms and conditions on the site, no data processing agreement, no named subprocessor list and no security certification. The privacy policy that does exist explicitly covers website visitors only, which leaves the nominative salary data handled inside the platform outside any published document. For a tool whose whole purpose is handling sensitive pay information, that gap deserves to be raised before signing. Add the absence of any API or named integration, a publisher incorporated in June 2025 with a declared headcount of two to ten, and a workshop page still advertising a May 2025 event, and the picture is of a promising and well-reasoned product that is still early in its life.
It is worth a serious look for European organisations of 10 to 250+ employees that need to structure pay before the directive bites, provided the commercial and contractual terms are clarified directly with the publisher.
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