Equitabl vs PayAnalytics

Equitabl is a people analytics platform for workforce planning, pay equity, diversity, equity, inclusion and compliance. Its pay-gap analysis uses salary, demographic, job-role and employment-type data, with filters for department, role and location. Intersectional views can include gender, age, ethnicity, LGBTQ+ status, caregiver status and disability. A skills map visualizes employee capabilities and highlights training or development needs. The payroll dashboard covers payroll costs, compensation, overtime, benefits and tax-compliance measures through customizable tables, charts and heatmaps. Equitabl connects with ADP, BambooHR, SAP SuccessFactors and Workday through API updates or scheduled imports, while custom HRIS, payroll and ATS integrations are supported. It generates WGEA-compliant and EU pay-transparency reports, including gender-gap visualizations and corrective-action support. Users can export reports in Excel, CSV and PDF. The platform states that users and data points are unlimited, with role-based access controls. It runs through web and API access and is headquartered in Wellington, New Zealand.

PayAnalytics is a web and API platform for analyzing pay equity and workforce composition. It models compensation structures to identify factors influencing pay and measure gaps, then recommends pay raises according to priorities and budget while estimating the cost of closing gaps. Job Evaluation applies standard, objective criteria to compare the relative value of roles. Reporting includes templates for country, local, and state requirements plus customizable leadership reports. Users can upload Excel or CSV files or connect through an API, export to Word, Excel, PowerPoint, and PowerBI, and connect with tools such as Tableau through an API. Attrition and diversity analytics are included. The platform supports seven languages and multiple currencies with user-defined exchange rates. PayAnalytics is a paid subscription priced on request, with a minimum one-year term and unlimited users. An equal-pay analysis needs specified employee fields, and around 50 people are needed to use all capabilities.