PayAnalytics - April 2026 feature release notes

This article lists the updates made available to users in the PayAnalytics application in April 2026.

Reference group configuration and transparency in Pay Gaps by Groups

The EU Pay Transparency Directive (Article 3c) requires pay gaps to always be measured relative to a specific group (e.g. men). Previously, selecting a fixed reference group for pay gap reporting also excluded that group from receiving raise suggestions, forcing many organizations to run two separate analyses to cover all employees. Additionally, the rules determining which group qualifies as a system reference group were hard-coded and could not be adjusted to reflect an organization's workforce size or structure.

Three improvements were made in this release for Global/Local Rewards users running and reviewing pay gap analyses and admins configuring system-wide reference group eligibility settings:

1. The reference group configuration was simplified: instead of selecting a reference group separately for pay gap measurement and for raise suggestions, users now set it once in the regression model configuration. This means a fixed group (e.g. Male) can be used for pay gap reporting as required by EUPTD, while the system independently applies its own eligibility logic for raise suggestions, so raise recommendations are generated for all employees in a single analysis, not just one gender.

2. The Pay Gaps by Groups table now shows a new System Reference Group column alongside the user-configured reference group, making the two distinct and comparable. The table's default column set was also updated to surface EUPTD-relevant information out of the box: unadjusted pay gap before and after raises, target pay gap, whether the target was reached, and the reason it was not reached.

3. Admins can now configure the three eligibility thresholds that determine whether a demographic group qualifies as a system reference group (previously hard-coded): minimum size of 7 employees, at least 10% of the total group, and at least 25% of the size of the largest demographic. These are system-wide settings. When no group meets the criteria, the largest group is automatically used as the benchmark.

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Existing analyses and their outcomes are unaffected by this change. Previously saved configurations with a manually selected reference group will load with raise eligibility continuing to work as described above.

In practical terms, when configuring an analysis, practitioners set the Reference Group once in the regression model configuration screen (for instance. Automatically select or Male for EU PTD compliance). Raise suggestions will be calculated for all employees regardless of this selection.

When reviewing pay gap results in the Pay Gaps by Groups table, the updated default columns (unadjusted gap before/after raises, target, target reached, and reason not reached) are visible without any additional configuration, as illustrated in the following figure:

Pay gaps by group table

To understand why a pay gap target was not reached for a specific category, use the Reason target not reached column. Causes include the higher-paid group being too small to serve as a valid benchmark, or configured limits such as raise caps or pay band ceilings being reached.

To adjust eligibility thresholds, go to Settings > System Parameters > Raise suggestion configuration and update the minimum size, workforce share, and relative scale values as needed. Note these are system-wide settings; lower thresholds cautiously for small populations and switch to manual peer-to-peer review when doing so.

Adjusting eligibility thresholds

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For more information, refer to Getting ready for the EUPTD with PayAnalytics and System parameters .

Customizable Employee Pay Transparency Report

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This feature is available to customers who are on a Pro/Enterprise plan.

Not every compensation component or employee data point is relevant for every employee or jurisdiction (for example, executive compensation or country-specific bonuses). HR professionals needed control over which components and data appear in employee-facing transparency reports.

To make the employee pay transparency report more flexible, a new Customize button was added, allowing users (Local HRBPs/Managers and Global/Local Rewards users responsible for generating the Employee Pay Transparency Report under EUPTD) to control which compensation components are visible and the order in which they are displayed, using drag and drop. The customization applies consistently to the compensation breakdown table, the chart visualization, Excel exports, and PDF prints. Preferences are saved per user and per dataset. At least one compensation component must remain selected, and a counter on the Customize button shows how many components are currently shown when filtering is active.

Report customization

To use the feature, proceed as follows:

1. Run a pay equity analysis.

2. Open the Employee Pay Transparency Report for an employee.

3. Click the Customize button within the Employee’s category compensation section.

4. Unselect any compensation components you want to hide, and drag remaining components into your preferred order.

5. Apply your changes to save these per user and per dataset.

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For more information, refer to Government-required reports and Employee pay transparency report.

Cleaner print to PDF for reports

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This feature is available to customers who are on a Pro/Enterprise plan.

Print/PDF output for the Pay Explainability and Employee Pay Transparency Report tabs was improved: controls are now hidden and replaced with static text, comparison tiles use a readable layout, and stray section borders are removed.

This feature is targeted at local HRBPs/Managers and Global/Local Rewards users (print/PDF); technical integration partners (API).

To use the feature, proceed as follows:

1. Run a pay equity analysis and head to Employee Overview List.

2. Select an employee and navigate to Pay Explainability or Employee Pay Transparency Report tab.

3. Use print or export-to-PDF as usual at the right top

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For more information, refer to the Inform & explain section of the PayAnalytics essential guide.

Enhanced API data

In order to offer richer API data for integrators and reduce the number of API calls required, the analysis-results-simple API endpoint now returns raise impact coefficients (raise_impacts and regression_raise_impacts_names) alongside each employee record, so integrators no longer need a separate call to recalculate adjusted pay gaps after raises.