Fair Pay
Certification
Equidi is proud to partner with Fair Pay Innovation Lab (FPI), the leading fair pay certification body in Europe, to help companies achieve the UNIVERSAL FAIR PAY CHECK® — the world’s most rigorous fair pay certification.
The FPI Fair Pay Innovation Lab offers solutions for implementing a fair pay system for all employees. Neutral, objective, and stereotype-free structures leave no room for discrimination.
Our platform simplifies every step of the journey. equidi’s deep analytics and proprietary reporting tools are purpose - built to provide the data, insights, and documentation required to prepare for certification. We identify pay gaps, highlight risk areas, and offer tailored actions to address them - so you can meet the highest standards of pay equity with confidence.
The UNIVERSAL FAIR PAY CHECK® is a globally recognised certification, registered by the European Union Intellectual Property Office. It ensures pay structures are neutral, transparent, and free from bias or discrimination - regardless of company size, location, or local legislation.
Together, equidi and FPI are helping organisations around the world build fairer, more equitable workplaces - and prove it.
There are three tiers of certification
Fair pay analyst
requirements:
• The organisation formulates suitable measures for closing the calculated gaps.
• In a written Fair Pay Commitment, the organisation undertakes to implement fair pay and transparency. The organisation can set itself additional goals over and above this.
• All the necessary data and measures are made available to the FPI for checking. In this phase, all the details from the organisation are treated confidentially and are not published.
The unadjusted gender pay gap shows the percentage difference between the average gross hourly pay for women and men.
The adjusted gender pay gap shows the percentage difference between the average gross hourly pay for women and men in comparable positions - taking into account the variables of role, level, and requirements. The calculation is undertaken using multiple regression analysis on the basis of all employee data. If it is not possible to include all employees in the calculation, the FPI must be notified of the reasons why.
• The organisation carries out an analysis of the pay structures for all its employees.
• At the very least, this analysis will calculate the unadjusted and adjusted gender pay gaps (in respect of basic salary, bonuses, and total remuneration). It is useful to then identify further pay gaps on the basis of demographic factors such as age or ethnic origin.
Fair pay developer
The aim in this phase of the check is to achieve an adjusted gender pay gap of zero percent. This means that all employees in the same and comparable positions are paid the same.
requirements:
• The organisation implements the measures that have been set out and reports regularly to the FPI – at least once a year – on how the implementation is progressing.
• The organisation documents the implementation process for the measures as a building block in the regular effectiveness review.
• The organisation achieves an adjusted gender pay gap of +1 to -1 percent. On request, the adjusted gender pay gap can be published.
Fair pay leader
Phase 3 of the UNIVERSAL FAIR PAY CHECK ® is achieved once the organisation has clearly lowered the unadjusted gender pay gap, the value is between -10 and +10 percent, and monitoring shows a continuous narrowing of the organisation’s internal pay gap. The objective is for the company to continue its efforts, aiming for an unadjusted gender pay gap of around zero percent.
requirements:
• The organisation shows an unadjusted gender pay gap from +10 to -10 percent.
• By continuing to implement existing measures and developing new or adjusted measures, the organisation aims to achieve an unadjusted gender pay gap of around zero percent.
• The organisation engages in sharing Best Practices with other organizations.
• The organisation communicates openly and ensures that its efforts in relation to fair pay, as well as the level of its gender pay gap, are transparent in internal and external communications.
• The organisation continues to analyse its own pay structures on a regular basis.
Pay Transparency Alliance — The total solution solving transparency
Pay Transparency Alliance — A coalition of forward-thinking European companies committed to addressing the complexities of Pay Transparency. We help organizations reach Pay Transparency.
Founding member of the Pay Transparency Alliance
The Pay Transparency Alliance brings together some of the brightest minds and vendors in the pay transparency space and gives organisations real, actionable strategies to optimise their own pay philosophies and achieve internal pay equity.
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