Build a job architecture that holds up under Article 4.
Generate levels, grades and salary bands from your own data. AI-assisted, human-approved, ready to feed straight into your pay gap analysis.
Article 4 requires objective, gender-neutral job architecture before any pay comparison can be conducted. It acts as the basis for every other article.
See your whole organisation as one grid.
Every role is scored and weighted against the four-factor methodology, skills, effort, responsibility and working conditions. That score maps your organisation into one grid: job family, level, headcount and gender split.
- Roles that score the same are grouped together, even across different teams or titles
- Map your organisation using ready-made templates or a fully custom structure
- Every version timestamped, so you can show exactly how the structure was built
You stay the human in the loop.
Experienced oversight is irreplaceable. Maintain and manage your auto generated architecture to have the final say on any structural decisions.
- Review every proposed level, grade and band before it goes live
- Override or adjust any part of the generated architecture at any time
- Keep full control as your organisation changes. Nothing updates without you.
An objective architecture, not a spreadsheet of job titles.
Objective and defensible
Replace ad hoc titles and bands with architecture built on objective, gender-neutral criteria, exactly what Article 4 requires.
Feeds straight into gap analysis
No re-mapping later. Your architecture becomes the backbone every gap calculation, quartile and justification runs on.
Editable as you grow
New roles, new levels, org changes. Update your architecture at any time and everything downstream stays in sync.