Payqual for hirers
Hirers need to share more information about employment terms, salary ranges, pay criteria and aggregated pay data. Payqual turns separate questions, files and correction rounds into a fixed workflow where you stay in control of what is supplied, checked and approved.
Last update: June 17, 2026 · Reading time: 4 minutes
Why this becomes complex for hirers
The staffing supplier remains the formal employer, but the context for equivalent pay sits with the hirer. That puts more pressure on the quality, freshness and traceability of shared data.
Many separate requests
Employment terms, collective agreement rules, salary ranges and SUGB data are often requested again for each staffing agency.
Correction rounds take time
Missing or unclear information leads to extra emails, new versions and manual alignment.
Changes affect multiple parties
New or changed employment terms must be clearly passed on to the staffing suppliers that work with them.
More proof is required
Waadi, pay transparency and Wtta make it more important to show which information was shared and approved.
What Payqual solves for the hirer
The flex portal gives hirers a fixed way to provide, check and make reward information available to staffing agencies.
Central submission
A standardised place for employment terms, collective agreement information, salary ranges and pay criteria.
Completeness checks
Payqual flags missing or inconsistent data before the staffing supplier starts using it.
Review instead of fill in
SUGB and employment terms notices are prepared as drafts, so the hirer reviews and approves.
Traceable data sharing
Versions, checks and approvals remain visible for internal alignment and agreements with staffing suppliers.
Data and obligations
Which information do you share through the portal?
Payqual structures data sharing around the information staffing suppliers need for hirer pay, pay disclosure, recruitment information and reporting.
Employment terms and SUGB
Scale placement, hourly wage, increments, allowances, reimbursements and other terms for equivalent pay.
Salary range
The pay or pay range for the role, including relevant collective agreement provisions for recruitment information.
Pay criteria and job evaluation
Criteria for pay, pay levels and pay progression, plus the methodology behind job classification and equal-value work.
Aggregated pay data per cluster
Average pay levels per category of equal-value work, broken down by gender, for pay disclosure requests.
From submission to controlled sharing
The workflow shows what is needed, what is missing and which version the staffing supplier may use.
Hirer
Submits reward data
Employment terms, collective agreement rules, salary ranges and criteria are submitted in a structured way.
Payqual
Validates and records
The portal checks completeness, stores versions and records approvals.
Staffing supplier
Works with controlled data
The staffing supplier uses one validated source for SUGB, pay disclosure and audit questions.
Control over the chain
Fewer separate questions, more control
Payqual helps hirers make the information duty toward staffing suppliers practical without losing control over content and version management.
- One process for multiple staffing suppliers.
- Clear record of what was shared, checked and approved.
- Support for pay transparency and reporting obligations.
- Audit trail for internal questions, customer agreements and checks.
Want to see how hirer data is shared in a controlled way?
View the flex portal or schedule a demo to see how Payqual structures collaboration between hirer and staffing supplier.