Plans

A fraction of the consulting cost —
and it doesn't expire.

A traditional engagement delivers a point-in-time, partly opaque output in 8–12 weeks at fees that scale with headcount. Vareqa delivers a comparable result in working days, as a living system of record — at an annual subscription.

The economics

10 working days, not 10 weeks.

Traditional consulting engagement

  • 8–12 weeks, licensed consultants, project fees scaling with organisation size.
  • Point-in-time output — re-engagement required as the org changes.
  • Methodology partly opaque; limited internal reuse.

Vareqa

  • ~10 working days, run by your own HR team.
  • Annual subscription, unlimited users, 10% loyalty saving from Year 2.
  • Living system of record — every later obligation runs on the same foundation.

Who it's for

Built for the people who answer
for pay.

Reward and HR
Grade a whole organisation in days, not quarters, and keep bands current as roles change. One workflow from role to band.
For Reward and HR
Legal and Compliance
Map every obligation to an output, and produce the derivation behind any grade on request. The method is disclosable by design.
For Legal and Compliance
Finance
Replace a recurring consulting line with a fixed platform cost, and see pay structure and equity exposure on the same numbers.
For Finance

Pricing

Three tiers.
One clear decision.

Vareqa is priced per organisation, with an annual subscription only. Every tier gives your entire HR team unlimited user access. Choose the tier that matches the scale of your workforce and the depth of pay architecture you are building.

Essentials
Build your foundation
For organisations of 100 to 500 employees putting a defensible pay architecture in place for the first time. Evaluate roles, build pay bands, meet core employee obligations.
Annual evaluation allowance
250
roles per year
  • Role Evaluation Engine
  • Compare Roles
  • Pay Band Builder
  • Job Description Writer
  • WIF Documentation
  • Salary Range Publisher
  • Evaluation History and Export
  • Unlimited users
Request Access
Most Popular
Professional
Full compliance suite
For mid-market employers of 500 to 2,000 employees running a complete pay architecture and meeting the full EU Directive obligations. The default tier for real workforce complexity.
Annual evaluation allowance
750
roles per year
  • Everything in Essentials
  • Employee Right-to-Information Reports
  • Pay Equity Audit (OLS regression)
  • Pay Gap Calculator and Reporting
  • Org Structure Checker
  • Regulatory Hub (15 jurisdictions)
  • Batch evaluation
  • Unlimited users
Request Access
Enterprise
Group-wide scale
For employers of 2,000 or more, and groups evaluating full workforce populations. Adds the capacity, data residency, and integration options for systematic grading across entities.
Annual evaluation allowance
2,000
roles per year
  • Everything in Professional
  • Multi-jurisdiction compliance reporting
  • API access for HRIS integration
  • Dedicated implementation support
  • SLA and EU / GCC data residency
  • Extended batch evaluation
  • Unlimited users
Request Access

Organisation above 2,000 evaluations per year, or a group with multiple operating entities? Talk to us about an arrangement that fits your scale.

All tiers are annual subscriptions. A 10% loyalty saving applies from Year 2. Every tier includes unlimited users; single and batch evaluations count toward your annual total.

How pricing works

Priced the way you budget.

Pay architecture is a system you keep, not a project you repeat. The pricing reflects that: predictable, annual, and tied to the things you can see.

Counted in roles

You are sized by the number of unique roles you grade, the unit you already think in, not by an abstract usage meter.

Re-grading is free

Roles change. Re-evaluating a role you have already graded never counts against your tier, so your bands stay current.

One entity, one subscription

Each legal entity holds its own subscription. Groups with subsidiaries are served on Enterprise, priced by entities and scope.

Invoiced, not metered

Annual billing by invoice and bank transfer at these values. No surprise overage, no per-seat trap.

For most mid-market employers, a year of Vareqa costs a fraction of a single recurring consulting engagement, and unlike a project, it does not expire.

Frequently asked questions

FAQs

Every module shares a single data layer. Evaluate a role once and the pay bands, job descriptions, employee reports, and equity analyses are all built from the same foundation.

Vareqa is priced per organisation on an annual subscription — not per user, per seat, or per evaluation run. Every tier includes unlimited users across your HR team. The annual evaluation allowance (250, 750, or 2,000 roles) covers both single and batch evaluations.
A traditional job evaluation engagement typically runs for 8–12 weeks and costs tens of thousands in project fees — with costs scaling by headcount and repeated when your organisation changes. A Vareqa subscription replaces that recurring cost with a fixed annual line, and the output is a living system of record rather than a point-in-time document. For most mid-market employers, the first year of Vareqa costs a fraction of a single consulting engagement.
The allowance is a soft limit by design. Re-grading a role you have already evaluated in the same subscription year never counts against the total. If your organisation genuinely requires more new evaluations than your tier allows, we will discuss a top-up or tier upgrade rather than cut your access. Contact us before you reach the limit and we will find the right arrangement.
Your evaluation history, grade rationale, pay bands, and compliance outputs remain fully accessible and exportable for a minimum of 12 months after a subscription lapses. We will not delete your data without advance notice and the ability to export. Enterprise customers with contractual data residency requirements are covered by SLA terms agreed at onboarding.
Vareqa is a specialist pay architecture platform — not an HRIS. It sits alongside your existing systems as the system of record for job evaluation, pay banding, and compliance outputs. On the Professional tier and above, you can export structured data in standard formats. Enterprise includes API access for direct HRIS integration, and we support implementation scoping on request.
Every tier includes unlimited users — there is no per-seat charge. Typical users include Reward and Compensation leads, HR Business Partners, Legal or Compliance managers, and Finance stakeholders reviewing pay structure. An account administrator manages permissions and provisioning. Access is role-based: not every user needs evaluate permissions; read-only and report-export roles are available.
HR Consultants and Advisory Firms
Using Vareqa in client delivery?
Partner arrangements are available under specific terms, including attribution requirements, agreed client delivery terms, and revenue share options. This is not a self-serve purchase.
Partner Inquiry

The other side of the ledger

The cost of not being ready.

Under Article 18, the burden of proof shifts to the employer in pay-discrimination claims where the obligations aren't met. The downside isn't a subscription line — it's tribunal exposure, remediation, and an audit record you'd rather not have. The infrastructure to answer properly is the cheaper side of that trade.

Talk to Us

Get Started

Book a Pay Architecture Review.

A 30-minute conversation. Tell us about your organisation and where you are today. We will walk you through where Vareqa fits, where your current exposure sits against the regulations that apply to you, and what it would take to put a defensible architecture in place on your specific timeline.