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title: "System Parameters"
description: "System Parameters"
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This is where you set the thresholds that drive the pay-gap analysis: the female-dominated-role threshold, what counts as a significant pay gap, and minimum team size. The values you save here apply on every analysis page and in the annual snapshot. The female-dominance threshold is between 50 and 70 %, the pay-gap threshold between 0 and 100 %, and minimum team size is always at least 3.

**The experience, tenure and performance weights are gone.** They were flat percentage points subtracted from every comparison in Group Insights without being based on any employee data, so they are no longer applied and the unexplained gap is now the full gap. If your organisation had such values saved, admins see a notice once. The old values are not deleted: they are kept in the annual archive's analysis parameters.

You can save several named “profiles” of these settings and duplicate or reset them. A profile is a template: choosing a profile fills in the System parameters fields, but nothing changes in the analysis until you click Save parameters. The Standard profile is the values you have saved. The Fill in default values button fills in the system defaults (60 %, 5 %, 3). Every saved change is recorded in the audit log with the values before and after. The annual snapshot stores the parameters it used, and the archive shows them for that year.

**Minimum group size (at least 3)** governs what is hidden for anonymity: for anyone not allowed to see individual salaries, and in everything that leaves the organisation (EU report and exports, responses to pay-information requests, employee views). Anyone allowed to see salaries (Admin or a role allowed to see salaries) sees every figure in the internal pay-equity analysis, including groups of one or two people. The Danish pay statistics' own threshold (at least 10 per gender) is not affected.

**How the parameters affect the calculations.**

- **Female-dominated threshold** (50–70 %, normally 60 %): a role or group is female-dominated when the share of women is at least the threshold, so 3 women out of 5 counts at 60 %. It decides which roles Group Insights compares and which get a structural target in Individual Analysis.
- **Pay Gap Warning Threshold** (normally 5 %): only sets the colour of the pay gap in Salary Simulation (red from the threshold, amber from half of it) and is saved in the annual archive. The 5 % line used by the EU report, the annual report and the salary-review warnings is fixed and not affected.
- **Pay basis** (normally "Base salary only"): which pay Overview, Classification, Group Insights and Individual Analysis compare. If you choose "Base salary + fixed allowances", each employee's fixed allowances (ALLOWANCES) are added to the base salary before the comparison; an employee without a valid base salary is still left out. The choice is shown as "Pay basis: …" on the pages, recorded in the audit log and saved in the year's snapshot, so an archived year shows which pay basis it was calculated on. It applies to the whole organisation (every legal entity). The EU pay transparency report uses its own pay concept and is not affected. The anonymity threshold does not change.
- **EU pay concept: pay components** (shown when the feature is on): for each pay component (bonus, commission, other variable pay, one-off payments, allowances and benefits per category) you choose whether it counts as basic pay, as variable (complementary) pay, or not at all in the EU pay transparency report. The base salary is always basic pay. Fill in defaults fills in the system defaults without saving; Save pay components saves and records each change in the audit log. The choice applies to the EU report only, is saved in the year's snapshot and does not affect Pay basis above. Someone whose role has a restricted Access Area can see the choices but not change them. See EU Pay Transparency Report.
- **Minimum group size** (at least 3): the number of people with a salary needed before an average, a median or a comparison is shown. The EU report uses 5 when no value is saved. In Individual Analysis and in Group Insights (for anyone who cannot see salaries) it also decides which roles are large enough to be analysed. Every concept, with one shared worked example, is in the article Concepts and calculations.