PayAnalytics vs Trusaic PayParity
PayAnalytics
payanalytics.com
Trusaic PayParity
trusaic.comSide by side
| Figure | PayAnalytics | Trusaic PayParity |
|---|---|---|
| Price from | — | — |
| Free plan | — | — |
| Free trial | — | — |
| Open source | — | — |
| Web | Yes | Yes |
| API | Yes | — |
| Plans published | 1 | 1 |
| Spec score · DEI (Diversity, Equity & Inclusion) Software | 7.0 (#7) | 6.7 (#9) |
| Spec score · Diversity, Equity and Inclusion Software | 7.1 (#13) | 6.7 (#19) |
| Spec score · Pay Equity Software | 7.1 (#15) | 6.7 (#21) |
| Founded | 2016 | 2014 |
| Headquarters | Reykjavik, Iceland | Los Angeles, California, United States |
| Purpose | PayAnalytics analyzes pay equity and workforce composition to help employers understand compensation structures and close pay and representation gaps. | PayParity analyzes compensation and benefits data from an HRIS to identify statistically significant pay inequities and produce explainable results for leadership, regulatory, or legal review. |
| Remediation | It recommends pay raises based on the user's priorities and budget, including estimates of the cost to close pay gaps. | Its R.O.S.A. remediation engine runs hundreds of simulations to optimize pay adjustments before money is spent. |
| Reporting | PayAnalytics offers built-in reporting templates for country, local, and state requirements, as well as customizable reports for leadership. | PayParity generates customized pay equity and pay transparency reports for requirements across jurisdictions worldwide. |
| Security | PayAnalytics says it is ISO 27001:2013 certified and GDPR compliant, encrypts stored data, and uses TLS 1.2 for connections. | Trusaic says PayParity is SOC 2 Type II certified and maintains administrative, technical, and physical safeguards consistent with applicable data protection laws, including GDPR. |
Plans
In their own words
PayAnalytics
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.
Trusaic PayParity
Trusaic PayParity analyzes compensation and benefits data from an HRIS to find statistically significant pay inequities and produce explainable results for leadership, regulatory, or legal review. Its statistical model considers gender, race, age, disability, and other characteristics together. The R.O.S.A. remediation engine runs hundreds of simulations to help model pay adjustments before an employer spends money. PayParity also supports ongoing monitoring of global pay equity and transparency compliance and produces customized reports for requirements across jurisdictions. Trusaic lists certified integrations with Workday, SAP, UKG, and ADP, and says a unified API can connect other HRIS, payroll, or ATS platforms. Its Workday integration sends pay equity insights into HCM and Recruiting to inform offers and compensation decisions. The product supports Affirmative Action Plans, EEO-1 reporting, OFCCP audits, and international requirements. Trusaic says the service is SOC 2 Type II certified and uses encryption, role-based access controls, and audit trails. PayParity is a web product for large multinational employers, with pricing on request.