Individual Analysis

Individual Analysis calculates a “target salary” for each employee — compared with the other gender’s median pay in the same role and, in a female-dominated role, with a structural target from higher-paid roles in the same group — and flags the employees paid below that target. Use it to see exactly which people deviate, not just the group average.

If the Variable pay feature is enabled, an “Include variable pay” checkbox appears at the top of the page (the same checkbox also appears on the Overview, Group Insights, Classification table, Salary Band and Benchmark tool). Checking it adds each employee’s this-year bonus/commission (converted to a monthly amount) on top of base salary before the target salary is computed — otherwise base salary alone is shown, exactly as before.

Part-time salaries are converted to full-time for the comparison. Every comparison figure — medians, pay gaps, and the targets shown — is based on the full-time equivalent salary: an employee’s actual pay divided by their working-time fraction (FULL-TIME EQ.). Without it, a part-time employee would be compared directly against a full-timer, which systematically manufactures gaps that don’t exist — particularly in female-dominated roles, where part-time work is more common.

The salary shown for an individual employee is always their actual pay, as is the suggested increase. No figure in the product is a salary someone doesn’t have. If the working-time fraction is missing, zero or invalid, the employee is treated as full-time — that can never inflate someone’s converted salary, and so can never manufacture a gap against them.

Justifications. For each flagged employee you can pick a justification (Experience, Performance, Market or Unjustified) and save it. It is the employees flagged here who need one: in the EU Pay Transparency report a flagged job category counts as justified when every employee Individual Analysis flags in it has an objective justification — the rest of the category needs none.

Justifications never expire, but old ones are highlighted. A justification recorded before the current calendar year (Swedish time) still applies and counts exactly as before, but it is shown with an “Outdated — recorded {year}, review” marker so you can confirm it for this year’s pay-equity analysis. Save the justification again once you have reviewed it and the marker disappears.

Saved or Save. Each row’s button shows Saved when the row’s justification is saved and unchanged, and Save when the row has no saved justification or you have changed the choice since the last save. Switching back to the saved choice shows Saved again. An outdated justification shows Save until you have saved it for this year. While saving the button shows Saving… and cannot be pressed; if the save fails it shows Save again, with an error message.

Anonymity in what is shown. Who is flagged, and their target and correction cost, never depends on group size. When the target is the median of a group with fewer people than Minimum group size (at least 3) — for example one man in a role with two women, or a one-person comparator role — the target and the pay gap show as Hidden (anonymity) to anyone not allowed to see individual salaries. If you have that permission (Admin or a role allowed to see salaries), every figure is shown.

Loading. The page fetches its own data even if you go straight here without opening the Overview first. If the data cannot be fetched, an error message with a Try again button is shown. If you come back to the page within five minutes the result is shown at once, with no new fetch; after that the last result is shown while the page refreshes in the background. Changed employees, a switch of organisation, or a justification you save here take effect immediately.

Pay policies and policy reference. When the “Scoped policies” feature is on, each flagged person shows which pay policies apply to them. When you justify the difference you can pick one of those policies as a reference, for example “Market supplement under Sales policy 2.1”. The reference is optional. It is saved with the policy’s version, so the annual report shows exactly which version the justification relied on.

To review after a salary review. When a salary review cycle is completed and changes the pay of an employee with a saved justification, the row shows “To review — salary review {name}”, with an “Open the cycle” button. The pay gap has changed, but the justification is never changed automatically. Check it and save it again, and the marker disappears.

How it is calculated. Employees are grouped by location, equal-work group and role, and every comparison uses full-time pay.

Target against the other gender: a woman is compared with the men’s median in the role, a man with the women’s median. Being below your own gender’s median is not flagged.
Structural target: if the role is female-dominated (share of women at least the threshold, normally 60 %), everyone in the role, men included, gets the target = the highest median among the roles in the same group at the same location that are not female-dominated and have a higher median.
The target is the higher of the two. Anyone whose full-time pay is lower than the target is flagged.
Adjustment per month = (target − full-time pay) × employment rate, i.e. the actual raise needed.

Example: in the role Case Officer the women’s median is SEK 30,000 and the men’s SEK 36,000. Anna (SEK 30,000, full time) has the target SEK 36,000 and needs SEK 6,000/month. Bea earns SEK 24,000 at 80 % (30,000 full time) and needs (36,000 − 30,000) × 0.8 = SEK 4,800/month. David (SEK 33,000) is compared with the women’s median of SEK 30,000 and is not flagged. Exception for small roles: a role where fewer than Minimum group size (at least 3) employees have a salary is not analysed at all in Individual Analysis, whatever your permissions — nobody in that role is flagged here. This can make the EU report show a group as “no individual below target”. Every concept, with one shared worked example, is in the article Concepts and calculations.

Explanatory factors (factor-adjusted estimate). When the organisation has active explanatory factors, each flagged row also shows a factor-adjusted estimate: the personal target becomes the target × (1 − explained / 100), where explained is counted against the mean of the group whose median is the target. The estimate is labelled as an estimate. Who is flagged and the actual gap do not change, and the action plan costs the estimate. A factor over a field with restricted visibility is never used per person. The justification Explanatory factor stores which factor and version justify the gap; the factors only suggest, you choose.