Pay-equity action plan

This action plan lists employees flagged “unjustified” by the pay-gap analyses and lets an admin schedule a salary adjustment over 1–5 years with an editable percentage split per year. The tool computes the total annual cost of the remediation. Don’t confuse this with the survey’s action plan (under Survey) — they’re two separate features.

The cost tiles at the top show two figures per year: the big number is the total salary cost that year including earlier raises, and the line under it (“of which new raise”) is that year’s own new raise. Years 4 and 5 only appear once a plan runs that long. The total is cumulative: a raise stays in place after the year it was given, so year 2 includes year 1’s raises and year 3 includes both. A plan split 34/33/33% therefore costs 34%, 67% and 100% of the annual pay gap in years 1, 2 and 3, and a 1-year plan costs the full annual amount every year. Example: +7,000/month (84,000/year) split 34/33/33 plus +4,000/month (48,000/year) over one year gives 76,560 in year 1, 104,280 in year 2 and 132,000 in year 3. Employees with an invalid split (one that doesn’t sum to 100%) aren’t counted. Under each percentage field in the table is that year’s new raise per month for the employee; hover the amount to see the year’s total cost.

Is it saved? Yes — every change (duration, split, reason) saves automatically when you leave the field, and the row shows its status: “Saved” (or “Saved in this browser” without server-side justifications), “Saving…”, “Not saved” with a Save button (an employee with no saved plan yet — the 34/33/33 default is shown but isn’t saved until you click Save or change something), “Not saved — split must total 100%”, “Not saved — enter a reason”, or “Could not save” with a Save button to retry. Quick successive edits are saved one after another, so the latest edit is always the one stored.

1–5 years and the Swedish Discrimination Act. Diskrimineringslagen (2008:567) chapter 3 section 13 says the cost estimate and time plan must aim for pay adjustments to be made as soon as possible and within three years at the latest. A 4- or 5-year plan is allowed, but for an employee in a Swedish legal entity (or when the country is unknown) a warning is shown, and the plan is only saved once you enter a reason in “Reason for more than 3 years”. The reason is stored with the plan and carried into the annual report. Employees in other countries (for example a Danish entity) need no reason — the EU Pay Transparency Directive (2023/970) only says gaps must be remedied within a reasonable period of time.

The page fits an ordinary laptop screen without sideways scrolling: the key figures sit in one compact row and the table’s content wraps. On a phone or in a narrow window each employee is shown as a card of its own.

The justification you pick per employee (Experience / Performance / Market / Unjustified) is saved locally in the browser by default — it isn’t shared across admins or devices and disappears if the browser’s cache is cleared. When the “Server-side pay-equity justifications” feature is enabled for your organization, every justification is instead saved securely on the server per organization, is visible to every admin regardless of device, and is recorded in the audit trail.

When that same feature is enabled, the correction plan itself (the number of years, the yearly percentage split, the target salary and any reason for more than 3 years) is also saved on the server alongside the justification, instead of only ever living in the browser — so the plan survives a cache clear and every admin sees the same plan. An invalid split (one that doesn’t sum to 100%) is never persisted to the server.

For an employee classified “Unjustified”, an admin can also click “Create action item” once a valid correction plan is saved. Next to the button is an owner picker — a list of the organization’s managers and admins — so the action item can be assigned to someone else instead of always defaulting to the admin who clicks it. Leaving the picker untouched keeps you (the signed-in admin) as the owner, exactly as before. This creates a real item in the normal action-plan accountability system (the same feature used for survey action plans, under Survey) titled “Salary correction: {name}”, with the chosen owner and a due date set to the plan’s first-year checkpoint — so follow-up (overdue reminders, the “my action items” list) happens in the exact same flow as every other action item. The button is disabled until the plan on screen is saved, and turns into “Linked to Action Plan” with the owner’s name once the item has been created — it can’t be created twice for the same employee. While an employee stays classified “Unjustified” you also can’t remove them directly from this page once server mode is on — reclassify them from the Individual Analysis page instead, which automatically removes them from here.

The plan is always built from your organization’s whole salary data (everything you’re allowed to see) — a filter you picked on another page, such as a region on Individual Analysis, doesn’t change which employees are listed or the cost totals here. In browser mode (without server-side justifications), the bin icon removes an employee from the plan after you confirm: their “Unjustified” classification and planned split are deleted from the browser, and the employee shows as unclassified in Individual Analysis again.

Feeds the documentation plan. The correction plans here — with each one’s status and owner — appear automatically in Annual report & archive ▸ Documentation plan under Pay adjustments, and its cost estimate and timeline are calculated from them with the same yearly figures as the tiles above. Change a plan or its status here, not there.

Carried out in the salary review. When a salary review cycle is created, this year’s share of each correction plan is pre-filled as the salary proposal and reserved in the cycle budget (see Salary review). The cycle is written back here: the row shows “Planned in salary review: {cycle}”, and once the cycle is completed “Carried out in salary review” or “Not carried out in salary review”. The linked action item gets the same link and moves to In progress once the raise is carried out (Done when the target salary is reached). The link is set by the server and can’t be edited here.

Also without a pre-fill. When an employee with a correction plan gets a raise in a completed salary review, the action item moves on even if the cycle was not pre-filled from the plan (In progress, or Done once the target salary is reached).

How it is calculated. The adjustment per month comes from Individual Analysis: (target − full-time pay) × employment rate, i.e. the actual raise needed. The annual amount is the adjustment × 12. Two figures are calculated each year: that year’s new raise = the annual amount × that year’s share, and the total cost = the annual amount × the sum of the shares so far. Example: SEK 6,000/month = 72,000/year split 34/33/33 gives new raises of 24,480, 23,760 and 23,760 and a total cost of 24,480, 48,240 and 72,000; years 4 and 5 cost 72,000 with no new raise. The amounts are salary, without employer social contributions or pension. In the salary review the suggestion is the salary the person should at least have after this year’s review: the plan’s starting salary + the target gap × the sum of the shares up to and including this year (never above the target). Suggested raise = that salary − the current salary, at least 0. Example: starting salary SEK 30,000, target 36,000, 34/33/33. In year 2 the salary should be at least 30,000 + 6,000 × 67 % = SEK 34,020. If the person got no raise in year 1, SEK 4,020 is suggested: 1,980 for year 2 and 2,040 as catch-up. Plans in different currencies are summed separately. Every concept, with one shared worked example, is in the article Concepts and calculations.

Notes & attachments per person. With server-side justifications each row has a “Notes & attachments” button. It opens a panel under the row where you record what the plan means for that person:

Notes — a log with date and author, newest first. Choose whether a note is about the person or about the correction plan. Up to 2,000 characters, plain text only. You can edit your own note for 15 minutes; after that it is part of the record and can only be deleted. The author or an admin can delete a note (the page asks first) — it disappears from the list but stays in the audit log. The earlier note from the justification is shown last as “Earlier note” and is not changed.
Attachments — upload or drag and drop PDF, JPG, PNG, Word (.docx) or Excel (.xlsx), at most 7 MB per file and 20 files per person. The file type is checked against the file’s content, not just its name, and location data and other metadata are removed from images before they are stored. Downloads use a link that is valid for 5 minutes. Every upload, download and deletion is logged; a deleted file is erased and cannot be restored.

The panel follows the same access as the row: the action plan permission (read to view and download, write to change), permission to see salaries, and only people inside your area of responsibility. Employees have no access of their own. Notes and the file list are part of the organisation’s data export (the files themselves are not) and are erased with the organisation. The annual report freezes only the number of notes and attachments, never their content.

Factor-adjusted cost. When the organisation has active explanatory factors, an employee’s cost is the factor-adjusted estimate from Individual analysis: the part of the gap the factors do not explain. The row is then labelled “Estimate” and shows how many percentage points the factors explain. The same amount is used in the Overview’s simulation.