PayAnalytics - December 2025 Feature Release
This article lists the updates made available to users in the PayAnalytics platform in December 2025.
General reporting capabilities
Section library for more flexible reporting
The new Section library, together with the first specialized section introduced in this release, represents an important step toward a more flexible and insight-driven reporting experience. It brings together all the sections that users can add to a report into a single, streamlined list that includes:
The existing configurable chart sections that users set up according to their needs, such as chart type and grouping fields.
Newly introduced specialized sections, which contain predefined insights already available elsewhere in PayAnalytics.
While everything appears in a unified list, the generic sections are listed first, followed by the specialized ones. Each option includes a name and a short description to help users identify which section best fits their needs.
When editing a report, users can click Add new section to open the section library and choose the section they want to include. All existing reports continue to work as before. These improvements only affect the experience of adding new sections.
New specialized report section: Estimated adjusted pay gap
As part of this release, we are introducing our first specialized section: Estimated adjusted pay gap. This section allows users to bring the estimated adjusted pay gap into their custom reports. This is the first entry in what will become a growing collection of specialized report sections.
The estimated adjusted pay gap is an estimate of what the adjusted pay gap would be between demographic groups, for example gender, if all employees had the same values for the compensation drivers used in the model. It approximates the adjusted pay gap under the assumption that differences in job role, grade and other compensation drivers have been removed.
To include this section, switch to edit mode with a report open, click the + icon and then select Estimated adjusted pay gap in the section library.
Estimated adjusted pay gap in the section library
Once added, the section displays a bar chart showing the estimated adjusted pay gap. The section also includes:
A list of all demographic groups with the corresponding headcount.
A short description indicating whether each group is paid higher or lower than the reference group.
The Estimated Adjusted Pay Gap before and after raises for each group.
A focus group indicator, to show whether the corresponding group is a focus group; this indicator will have 4 blue bubbles to indicate when statistically speaking, the gap in the group is significant (meaning after considering the drivers of compensation in the organization, the pay gap in the group might be driven by gender).
A visual flag indicating whether a group has reached the user-defined pay gap target.
Users with restricted access to employee data will see a lock icon on groups where they only have access to a subset of employees. In these cases, the estimated adjusted pay gap is calculated only using the accessible subset of employees.
Additional actions are available from the section:
Open the settings to select a different group.
Access the Summary statistics table for more detail.
Download the underlying data in Excel format with additional fields for group configuration and calculation details.
About grouping in the section: by default, grouping follows the dataset’s configured main group. If the analysis was run with Close by groups, the section respects that grouping.
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Over the next releases, incremental improvements will be introduced in the Reports module. This work is part of our broader effort to make reports more flexible and to help users bring PayAnalytics insights directly into their reporting workflows. As we continue enhancing this module, our goal is to make report building more intuitive, more powerful and better aligned with the insights available across PayAnalytics.
Pay transparency
As part of our ongoing support for organizations preparing for the EU Pay Transparency Directive, this release includes updates to the Employee pay transparency report and the pay explainability features that accompany it. Together, these components provide the information employers are required to share with employees under the directive, while also giving HR teams structured, data-driven context to support compensation discussions.
While referred to as a "report", this functionality does not appear in the Reports module. Instead, it is available within the PayAnalytics workspace as a compliance-focused feature designed to support employee-level disclosures.
The report is accessible as follows: in the Analysis overview tab, locate and select the employee of interest in the employee list, open click the three dots icon and then select View employee pay transparency report section. By accessing the report through this navigation path, you can be certain that the report reflects the correct analysis configuration including reference groups, compensation drivers and pay band mappings.
Pay transparency reports - Employee pay transparency report tab
The Employee pay transparency report tab presents the minimum information employers are required to disclose to employees when they exercise their right to information request under the EU Pay Transparency Directive (Article 7), showing how the employee’s compensation compares to their corresponding peers in the corresponding category of worker.
For a selected employee and compensation component, the report displays:
The employee’s compensation value for the selected component.
The average compensation for female employees.
The average compensation for male employees.
The average compensation for the employee group (the employee group corresponds to either the main group selected by the user during the configuration of the data set or the group selected when running the analysis, if the user chose to close pay gaps by group).
In addition, it is also possible to use multiple compensation components. When additional compensation components are configured during the setup of the data set, the report chart allows users to select individual components and view the corresponding bar chart for each selected component. PayAnalytics will then display the corresponding employee value and group averages for the selected component.
Finally, to protect employee privacy, when the employee group contains five employees or fewer, gender-specific averages are not disclosed. In these cases, the results for the affected genre are hidden in the report.
Pay transparency reports - Pay explainability
The EU Pay Transparency Directive states the right to request explanations and clarifications regarding any differences observed in the Employee Pay Transparency Report.
We are excited to introduce the Pay Explainability page designed to provide HR teams a set of tools to use when discussing compensation with employees. It brings together relevant, data-driven context from the organization’s compensation model that HR can use to support and guide compensation conversations in a consistent way.
The report contains the following sections;
Summary and assumptions: a short narrative summarizing the most relevant insights for the employee’s compensation.
Pay positioning: displays the employee’s compensation relative to their pay band.
Employee group positioning: compares the employee’s compensation to peers in the same employee group.
Compensation justification: compares the employee’s compensation against relevant comparison groups.
Reporting compliance
Irish gender pay gap report - Bug fixes
The following issues were corrected in the Irish gender pay gap report:
Incorrect employee filter displayed in edit mode: the Employee filter incorrectly displayed Bonus greater than zero in the Hourly gender pay gaps section. The calculations were already correct, but the displayed filter caused confusion. The section now displays no applied filters.
Text download missing narrative content: the text export did not contain the narrative content from the Hourly gender pay gaps and Bonus and benefits in kind sections. All narrative content is now included in the export.
Pay gap reporting (EU Pay Transparency Directive)
The Pay Gap Reporting feature incorporates the requirements of the EU Pay Transparency Directive and provides the information needed to present gender pay gaps across the organization's defined categories of workers. To ensure full consistency with the directive, which defines pay level as gross annual pay and the corresponding gross hourly pay, and to simplify the reporting process for users, hourly salary is now a required field when generating the Pay Gap report.
Previously, users could include a column with hourly salary information in the employee dataset and configure the report to display results based on it. While this allowed hourly-based pay gaps to be calculated, the field was not required and the workflow did not enforce the directive’s definition of pay level.
With this release:
Users must provide hourly salary as part of the data set.
The report now includes dedicated sections based on gross hourly pay.
The workflow is more consistent and streamlined.
To generate this report, users must upload an employee dataset that contains at least the following fields:
Worker categories (required): organizational worker categories used to calculate and present pay gaps.
Compensation (required): total compensation received by each employee.
Hourly salary (required): the employee's hourly compensation is used to calculate hourly-based pay gaps and satisfy the directive’s definition of pay level.
Complementary or variable components (optional): includes bonuses or other variable compensation elements when provided.
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The location of the report remains unchanged. It continues to be available in the Reports module, under Government-mandated reports.
User management - User role duplication
Users with access to User Roles in the Admin section can now duplicate existing roles. This is especially useful when creating new roles that share many permissions with an existing one.
To duplicate a user role, proceed as follows:
Go to Admin > User Roles.
Edit an existing role by clicking the pencil icon.
Select Duplicate user role. A new role is created with the same permissions.
Adjust the permissions as required.
Click Add role to save.
Duplication button in the role edit mode
Other enhancements
Improved experience in the analysis configuration step
We have updated the analysis configuration step to better guide users through the recommended workflow. Previously, all options for the compensation model and raise suggestions appeared at once, which could make the step feel unnecessarily complex.
To improve clarity, the following improvements were introduced:
The Compute raise suggestions section is now collapsed by default
Only the checkbox is visible until the user chooses to configure raises
When selected, all raise settings expand as usual.
This update supports the recommended sequence: first validate the compensation model and review the resulting pay gaps, then configure raise suggestions. The underlying functionality remains unchanged; the experience is now clearer and easier to follow.