EU Pay Transparency Directive is now in force — first gender pay-gap reports due 2027. Applies to employers with 100+ EU employees.Check if this applies to you →
People & Workforce

Workforce
Intelligence

Human capital reporting. Gender pay gap analysis. DEI metrics. Health & safety. Training and development. ESRS S1, GRI 401–410, EU Pay Transparency, SEC Item 101, and California Pay Data — one platform.

Calculate your pay gap →Talk to a specialist
ESRS S1GRI 401–410EU Pay TransparencyCA Pay DataSEC Item 101SASBUN SDG 8ISO 45001
5%
gap trigger
EU Pay Transparency — gaps above 5% require mandatory joint pay assessment
Jun 2027
first report
EU pay-gap reporting — employers 150+
ESRS S1
active now
large EU companies reporting on own workforce from FY2024
100+
CA employees
triggers California Pay Data Reporting Act — annual DFEH submission
≠
ThemisIQ is not an HR system.
Workday, SAP, and SuccessFactors manage your people data. But none of them generate your EU Pay Transparency disclosure, your ESRS S1 workforce report, or your California DFEH submission. ThemisIQ does — in minutes, not months, at a fraction of consulting cost.
Works alongside WorkdayWorks alongside SAPWorks alongside BambooHRWorks alongside any HR system
How we compare

The gap we fill.

Big HR platforms
Pay equity specialists
ThemisIQ
EU Pay Transparency disclosure
✗
Partial
✓
ESRS S1 workforce report
✗
✗
✓
California DFEH submission
Partial
✓
✓
GRI 401–410 export
✗
✗
✓
Multi-module compliance platform
✗
✗
✓
Works without existing HR system
✗
✗
✓
Annual cost
$200k+
$30–100k
$1,499 / year
Big HR platforms = Workday, SAP SuccessFactors · Pay equity specialists = Syndio, Trusaic, Visier
EU Pay Transparency Directive (2023/970)

Do you know your gender pay gap?

Most companies don't. The EU Pay Transparency Directive — now in force — requires employers with 100+ EU employees to report their gender pay gap annually (250+ employees) or every 3 years (100–249 employees). A gap exceeding 5% in any job band triggers a mandatory joint pay assessment with worker representatives.

✓Mean and median gender pay gap calculation by job band
✓Identification of bands exceeding the 5% joint assessment threshold
✓Pay equity root cause analysis and remediation tracking
✓Annual disclosure report generation
✓Joint pay assessment workflow and documentation
Workforce framework coverage
EU Pay Transparency Dir.
Gender pay gap reporting · 100+ EU employees
In force · 2027
ESRS S1
Own workforce disclosure · large EU companies
FY2024 active
CA Pay Data Reporting
Annual DFEH pay data · 100+ CA employees
Annual · May
SEC Item 101
Human capital disclosure · US public companies
Annual 10-K
GRI 401–410
Employment, H&S, training, diversity
Annual
SASB Human Capital
Sector-specific workforce metrics
Annual
Platform capabilities

Everything your workforce programme needs.

Gender pay gap analysis
Mean and median pay gap calculation by job band, level, and function. Automated identification of bands exceeding the 5% EU Pay Transparency threshold. Remediation tracking.
DEI metrics
Workforce composition by gender, ethnicity, age, disability, and seniority. Representation tracking against targets. Board and senior management diversity reporting.
Health & safety
LTIFR, TRIR, near-miss tracking, and fatality reporting. ISO 45001 alignment. ESRS S1-14 health and safety outcome disclosure preparation.
Training & development
Training hours per employee, investment per FTE, skills gap tracking, and development programme effectiveness. GRI 404 and ESRS S1-13 disclosure preparation.
Labour relations
Collective bargaining coverage, works council engagement, freedom of association policy management. ESRS S1-4 documentation and GRI 402–407 reporting.
Multi-framework export
One workforce data set exports to ESRS S1, GRI 401–410, SEC Item 101, California Pay Data DFEH submission, SASB, and CDP human capital sections.
ESRS S1 — Own workforce

Every ESRS S1 disclosure point. Covered.

S1-1
Policies
Workforce policies and commitments documentation
S1-2
Engagement
Worker engagement, consultation, and participation
S1-3
Processes
Processes to remediate negative impacts
S1-4
Actions
Actions and resources for workforce management
S1-5
Targets
Workforce diversity and inclusion targets
S1-6
Characteristics
Headcount, employment type, contract type
S1-7
Non-employees
Contractors and non-employee workers in value chain
S1-8
Bargaining
Collective bargaining coverage and social dialogue
S1-9
Diversity
Gender and age diversity at board and management level
S1-10
Remuneration
Adequate wages and pay ratio disclosure
S1-14
Health & Safety
LTIFR, TRIR, fatalities, and ill health rates
S1-16
Pay gap
Gender pay gap — mean and median by category
Framework coverage

Every requirement. One platform.

One workforce data set generates every report automatically — regulators, investors, customers, and boards all answered from a single source of truth.

EU Pay Transparency Directive
critical
Directive 2023/970In force · 2027
Who
Companies with 100+ EU employees
What ThemisIQ collects
Annual gender pay gap reporting by job band · 5% threshold triggers joint pay assessment · remediation tracking
Output
✓ EU Pay Transparency annual disclosure report
ESRS S1 — Own Workforce
critical
ESRS S1 · CSRDFY2024 active
Who
Large EU companies (CSRD scope)
What ThemisIQ collects
16 disclosure points · headcount, employment type, H&S, training, diversity, collective bargaining, parental leave
Output
✓ Full ESRS S1 disclosure package
California Pay Data Reporting
high
CA SB 973 · DFEHAnnual · May
Who
Companies with 100+ CA employees
What ThemisIQ collects
Pay data by race/ethnicity, gender, job category · annual DFEH submission · civil penalties for non-compliance
Output
✓ DFEH-ready pay data submission
GRI 401–410
medium
GRI StandardsAnnual · voluntary
Who
Companies reporting to GRI
What ThemisIQ collects
Employment · labour relations · H&S · training · diversity · equal remuneration · non-discrimination · freedom of association
Output
✓ GRI 401–410 disclosure tables
SEC Item 101
medium
Regulation S-KAnnual 10-K
Who
US public companies
What ThemisIQ collects
Human capital resources disclosure · material aspects of workforce management · headcount, development, retention
Output
✓ SEC Item 101 narrative disclosure
SASB Human Capital
medium
SASB StandardsAnnual · investor-driven
Who
Companies reporting to SASB / IFRS S1
What ThemisIQ collects
Sector-specific workforce metrics · employee engagement · gender and diversity · compensation discussion
Output
✓ SASB human capital metrics table

Do you know your gender pay gap
by job band?

Most companies don't — and the EU Pay Transparency Directive is now in force, with first pay-gap reports due in 2027. ThemisIQ calculates your gap, identifies bands above 5%, and prepares your disclosure.

Calculate your pay gap →Talk to a workforce advisor