Nordic Reward Partners have joined forces with PayGap to introduce a new pay equity software designed for Rewards professionals. After researching the market and testing various existing tools, we realized that all available tools were build with reporting in mind, rather than as a tool to support Rewards professionals, thus we set out to provide a tool specifically for Rewards.
Product launch by Nordic Reward Partners and PayGap
In creating the PayGap pay equity tool our starting point was to identify the needs from a Rewards perspective, when working with pay transparency in a global setting. We wanted to build a tool that builds on Reward logic and suppots Reward processes and documentation needs.
We interviewed colleagues from across the field about their needs, now and in the near future as the EU pay Transparency directive is being implemented. In doing so we identified an array of features, which we then sorted into two main categories: Essential Now and Future Needs. Then we set out to build the tool, which we launched in February 2025.
The result is an ISO 27001:2022 certified pay equity software that enables employees working with Rewards to easily identify those potential pay gaps that need to be rectified before the European June 7, 2026, deadline. Anyone using the PayGap software has direct access to support from the specialists at Nordic Reward Partners to ensure that the work with minimizing pay gaps does not risk the company's overall proftability or create new unintentional pay gaps.
Our Best Pay Transparency Advice
Knowing the size of the challenge and consciuously working to recuce pay gaps is a clear advantage to companies operating in the Western hemisphere. The younger generations of the labor force are highly focussed on matters of equality, fair pay and a good work-life balance and being a fair employer gives the company a leg up in terms of recruitment and retention of talents in a competitive labor market where smaller generations make talents a scarcer ressource. As we say: "Own Your Narrative!". The pay transparency rules are coming regardless, so we recommend to use the momentum to establish you company as a fair pay leader.
A natural first step is thus to analyze your pay data to identify potential issues, and this is exactly what the PayGap tool can help you do. It enables real-time pay audits, creates easy overviews, and allows you to break your data down by relevant factors and add explainers where relevant. The tool provides a common language for your entire organization, as pay transparency reaches far beyond the Rewards department.
Rewards is where HR, Finance and Legal intersects and being able to provide a common language that supports the necessary desicion-making processes across the organization is invaluable to the business, especially consindering the fact the salary costs typically represent around 70% of a company's total spend.
In the case of Pay Transparency, Rewards will not only need to support top management and boards in their decisions; it will also be supporting middle management across all corners of the organization, locally as well as globally, in carrying out those decisions and having the sometimes very difficult conversations with employees if they feel they may have been discriminated based on gender. Having a common tool that is understod by all the relevant stakeholders is immense support, as it makes the pay conversations fact-based and easy to visualize.
If you want a free demo of the pay equity software, you can book it on www.paygap.com.
