We built Bridgit so pay reporting leads to change
From annual pay gap reports in the UK and Ireland, to pay transparency across the EU, Bridgit follows the law and helps you understand why your gaps exist. You get figures you can stand behind, answers ready for employees’ pay questions, and a plan to close the gap.
Jenny Winspear, Founder and CEO
HCPC registered occupational psychologist and CIPD professional
We were tired of one and done.
Messy data, countless iterations, and a number that gets published, then doesn’t get looked at again until next year.
We spoke to HR, reward and DEI leaders in financial services, technology, hospitality and the public sector. They told us the same things.
Messy spreadsheets
Data pulled from different systems and rebuilt by hand every year.
A compliance burden
Senior time spent working out what the rules require and checking the figures.
No action afterwards
Little time left to understand the gap, so nothing changes before the next report.
So we built Bridgit to take on the reporting work, with the same method every year. It shows you why your gap exists and what you can do about it, and creates ownership over progress. That means your team spends less time on reporting and more time making change.
Trusted by employers across the UK and EU
TMF Group · Strata Financial · DMG Engineering · Pret a Manger · Co-op
75%
less time cleaning data reported
1 month to 1 week
New payroll to publish turnaround time
15,900+
pay records cleaned and analysed
100%
of subscription clients have renewed
There’s more than one way to report on pay. Here’s why teams choose Bridgit.
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In our research, a 64-person company took 16 hours across four people. With clean data, Bridgit takes about an hour, with the same method every year.
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Consultant fees come back every year. Bridgit lets your team explore the analysis all year, with expert review before you publish on Leading the Way.
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The first EU pay transparency reports are due by 7 June 2027 and cover 2026 pay. Bridgit covers all 27 member states now, and applies each country’s rules as it brings the Directive into law.
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AI sounds just as sure when it’s wrong, and payroll data in a public AI tool is a data protection risk. Every Bridgit figure follows the legislation and can be explained.
Making the case to your leadership team?
Our business case compares the real cost of reporting in-house with Bridgit Pay, and sets out what’s changing in the law in the UK, Ireland and the EU. Ready to share with your CFO or CPO.
Pay gap expertise that goes beyond the report
Bridgit is led by an occupational psychologist who has advised on Government frameworks and worked as a HR and inclusion consultant for over a decade.
Our partners support job architecture, manager training, change management and action plan delivery, so you have help beyond the report.
Questions
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HR teams at employers who publish a gender pay gap report: Irish employers with 50 or more staff, and UK employers with 250 or more. And employers across the EU preparing for pay transparency reporting under the EU Pay Transparency Directive.
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Yes. Bridgit covers all 27 EU member states. Every pay transparency package includes the EU baseline and one country, and you can add more countries as you need them.
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Our partners do. We’ll introduce you to a specialist, then run their results through Bridgit Pay so your job categories feed straight into your analysis.
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Yes. They can upload your payroll template and get a report that follows the legislation, with industry benchmarks included. Closing Gaps adds a written narrative explaining your gap.
Less time on reporting. More time for change