1. You share a limited dataset.
Gender, annual fixed salary, level, role, and optionally variable pay. Through a secure portal. Never names, never (national) ID numbers.
Heartpace Clarity Check
Clarity starts here.
Know where you stand within days — powered by the technology 1,000+ organisations already trust.
You supply a limited, anonymised dataset. We calculate your indicative pay gap on the same engine that runs Heartpace Equal Pay and Pay Transparency. Then a specialist goes through the result with you and tells you what it means for your organisation.
Secure portalNo names, no ID numbersA specialist on the call
Trusted by 1000+ organisations
The directive doesn't ask whether you have a pay gap. It asks whether you can explain it.
When a reported gap of at least five percent in a category can't be objectively justified and isn't remedied within six months of reporting, the directive requires a joint pay assessment with employee representatives.
Before you can decide what to do about that, you need to know what your own numbers actually say — and most employers are working from an estimate.
Four steps, one conversation
2. We run the analysis.
The same calculation and reporting logic as the full Heartpace product — mean and median, quartiles, the metrics the directive prescribes. Not a separate, unproven tool built for the occasion.
3. You receive the report.
A picture of your pay gap today, by role and by level. Indicative, and clear enough to act on.
4. You go through it with a specialist.
Every Clarity Check ends in an advisory call. What's explainable, where the risk sits, and what the sensible first move is.
Key facts
Price
€ 995 one-off, excluding VAT. One flat fee regardless of company size.
Turnaround
Report and advisory call within 5 working days of data submission.
Data
Gender, annual fixed salary, level, role, and optionally variable pay, through a secure portal. Never names or (national) ID numbers.
Technology
The same calculation and reporting logic as Heartpace Equal Pay and Pay Transparency.
Who it's for
Employers with 200–10,000 employees.
What happens next
Every Clarity Check ends in an advisory call, providing guidance on potential actions and next steps.
This is the Clarity Check. The deep dive is a separate step.
You get a baseline and a conversation about it. You don't get a full job evaluation, a remediation plan, or an implemented pay structure — those are the work that follows, and they're what the full Pay Transparency product is for.
We're clear about that on purpose. A first measurement that pretends to be a finished answer is worth less than an honest one.
Clarity. Control. Compliance.
A specialist, not a dashboard.
The analysis is the easy half. The call at the end is where someone who has taken employers through this before tells you what the numbers mean in your situation.
Built on the product, not beside it.
1,000+
organisations already use this engine for their pay analysis. Nothing about it is a prototype.
Built where this has been law for decades.
Heartpace comes from a market that has required annual pay mapping by law since long before the directive, and built its pay product for that recurring cycle rather than for a one-off report.
Privacy
What data do I need to share, and is it safe?
Five data points per employee: gender, annual fixed salary, level, role, and optionally variable pay. You upload them through a secure portal. We never ask for names or (national) ID numbers, which means there is no way to identify an individual from what you send us.
Gender
Annual fixed salary
Level
Role
Optionally, variable pay
A data processing agreement is part of the engagement.
Find out where you stand. Before you decide anything else.
One dataset, one analysis, one conversation with someone who knows what the result means.
Then you decide how far to take it.
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