Compliance
ClimaHQ automates the workforce data you need for EU regulatory reporting: Pay Transparency, CSRD, and AI Act compliance.
EU Regulatory Landscape
Three directives are reshaping how organizations report on their workforce.
European Union regulations increasingly require companies to measure, report, and act on social metrics. ClimaHQ is designed to help you meet these requirements with data you already collect through pulse surveys and HRIS integrations.
Pay Transparency Directive
Effective June 7, 2026: mandatory gender pay gap reporting.
What It Requires
Organizations with 100+ employees must report gender pay gaps. Workers gain the right to request pay information for equivalent roles. Job postings must include salary ranges.
What ClimaHQ Generates
ClimaHQ produces Pay Transparency reports by combining HRIS pay band data with demographic information. Reports include mean and median gender pay gaps, pay band distribution by gender, and intersectional breakdowns where data permits.
Timeline
EU Member States must transpose the directive by June 7, 2026. Organizations should begin collecting the necessary data now to be ready for the first reporting period.
CSRD S1: Social Reporting
Workforce indicators for sustainability reporting.
What It Requires
The Corporate Sustainability Reporting Directive (CSRD) requires large companies to report on social and environmental metrics. The S1 standard covers 'Own Workforce': diversity, working conditions, and social governance indicators.
What ClimaHQ Generates
ClimaHQ exports CSRD S1-ready data including workforce composition by gender and age group, employee satisfaction indicators derived from pulse surveys, and psychological safety metrics as a proxy for working conditions.
EU AI Act
Why ClimaHQ is zero-risk under the AI Act.
AI in HR is high-risk
The EU AI Act classifies AI systems used in employment, worker management, and access to self-employment as high-risk (Annex III, paragraph 4). High-risk systems face extensive requirements: risk management, data governance, technical documentation, human oversight, and conformity assessments.
ClimaHQ Uses Zero AI
ClimaHQ's analytics are 100% deterministic. Scores are computed from weighted averages. Predictions use deterministic weighted scoring with full transparency. Topic extraction uses statistical text analysis (TF-IDF). There are no neural networks, no large language models, and no opaque algorithms. The entire regulatory burden of the AI Act simply does not apply.
What ClimaHQ Generates
An AI Act Conformity Declaration documenting that ClimaHQ does not deploy AI systems within the meaning of the regulation. This document can be provided to auditors or regulators on request.
Report Lifecycle
Every compliance report follows a four-stage workflow.
Draft
Reports are generated automatically at the end of each reporting period. Draft reports can be reviewed and edited before submission.
In Review
Move a report to 'In Review' when it's ready for internal stakeholder review. The report is locked from automatic updates at this stage.
Submitted
Mark a report as 'Submitted' after filing with the relevant authority. The report becomes read-only.
Archived
Old reports are archived for audit trail purposes. All archived reports remain accessible.
Equity Dashboard
Detect pay and culture equity gaps across demographics.
How It Works
The Equity Dashboard runs statistical tests (t-tests and effect size calculations) across gender, ethnicity, and department groupings. It surfaces statistically significant gaps in culture scores and compensation data.
Intersectional Analysis
Beyond single-variable comparisons, ClimaHQ can detect gaps at intersections. For example, pay differences affecting women of a specific ethnicity in a specific department. Intersectional analysis requires sufficient data in each sub-group (above the anonymity threshold).
Stay ahead of EU compliance deadlines
ClimaHQ generates the reports you need from data you already collect.