From payroll to published gender pay gap report

Upload or connect your payroll. We calculate every figure to UK and Irish law, so you can publish with confidence and know how to close your gap.

Book a demo
Buy your report

Step 1: Data

Upload your payroll with AI-assist

Bridgit checks and sorts every record, so the right pay, bonus and hours go into each figure and you skip the spreadsheet rework.

AI data cleaning on Closing Gaps and Leading the Way, 250+ employees. Under 250? Upload one simple template.

Payroll records checked and sorted in Bridgit, with records needing review flagged

Step 2: Analysis

Bridgit pay gap results with a drafted commentary explaining the gap

Explore your pay gap data

Bridgit calculates every figure UK and Irish law requires and drafts your commentary, so you can see your gaps clearly and explain what they mean.

Commentary on Closing Gaps and Leading the Way.

Step 3: Understand

Bridgit chart showing which departments and levels drive the organisation's pay gap

See your pay gap story

Root cause analysis shows where your gaps are biggest, what drives them and where to act first.

Leading the Way, 250+ employees.

Step 4: Plan

Bridgit action plan with suggested actions, each assigned to a named owner

Choose your next steps

Choose evidence-based actions and give each one an owner. In Ireland, these become the measures you publish. In the UK, add menopause actions for your action plan.

Closing Gaps and Leading the Way. Owners and reminders for 250+ employees.

Step 5: Prepare

Finished Bridgit gender pay gap report, formatted and ready to publish

Generate your report

Create a designed report, ready to publish, at the click of a button.

Step 6: Sustain

A manager's view of the pay gap and actions for their own team

Increase visibility and accountability

Reminders on a schedule you set keep actions moving, and manager access lets every team see its own gaps and progress.

Closing Gaps and Leading the Way, 250+ employees.

What clients say

  • "With Bridgit, the process was almost instant. The platform gave us confidence in the accuracy of the data from the outset, while the narrative and insights helped us better understand and interpret our results."

    Head of People and Culture - Strata Financial

  • "Bridgit Pay's calculations removed the risk of manual errors and ensured our figures were perfectly aligned with legislative standards."

    Finance Director - DMG Engineering

  • "They were able to analyse and validate our data quickly and put forward recommendations for us to promote our results and suggest ways in which to track and address the gaps going forwards."

    Chief People Officer - Co-op

View pricing →

Ready for ethnicity and disability reporting

The UK government has confirmed ethnicity and disability pay gap reporting for employers of 250 or more, with no start date yet. Run the same analysis now, so you’re ready.

Book a demo

Pay gap reporting FAQs

  • Employers with 50 or more employees on their snapshot date. You choose a snapshot date in June and publish within five months on your website, using pay from the 12 months before it.

    • Mean and median hourly pay gaps, for all employees, part-time employees and temporary contracts

    • Mean and median bonus gaps

    • The share of men and women who received a bonus or benefits in kind

    • The share of men and women in each pay quartile

    • Your reasons for the gap and what you are doing to close it

  • In our research, one 64-person company spent 16 hours across four people on its report. Bridgit takes about an hour with clean data and applies the same method every year, so your figures don’t depend on whoever built the spreadsheet.

  • For 250 or more employees, Bridgit cleans and sorts your data for you. Under 250, you fill in one simple template. On Leading the Way, our experts review your results before you publish.

  • Employers with 250 or more employees. Private employers use a 5 April snapshot and publish by 4 April the following year. Public bodies use 31 March and publish by 30 March. You report six figures and a written statement confirming they are accurate.

  • Action plans are voluntary now. The UK government expects them to become mandatory from spring 2027, subject to secondary legislation. Plans need at least two actions from the UK government’s list: one on the pay gap and one on menopause support.

  • The UK government confirmed it in March 2026 for employers of 250 or more, with draft clauses published. No start date has been set yet. Bridgit can run both reports now.

  • Yes. Multi-jurisdiction reporting is an add-on to any package. For EU pay transparency reporting, see Pay transparency.

Bright logo with the word “Bridgit” in black and blue lettering and a bridge over the two i's in the lettering to symbolise a bridge

Less time on reporting. More time for change

Book a demo