Picture this

Who it is for

A forty person startup wants to prove fair pay. Staff submit encrypted salaries, and Pay Gap Check publishes the gap by role and level, never a single salary.

Two ways to own it

What you get

Base$249

$62 deposit to reserve

Encrypted submission, grouped aggregate, report page.

You choose: groups
You choose: accent color

Customfrom $2,000

Built around you

Reshape it entirely: new features, your flows, your brand end to end, integrations you need. We scope it with you.

Everything in Base
Custom features and design
Priority build

Why it is new

What exists today, and what this does differently

What is new

Encrypted payroll exists (Confido, DripPay); encrypted pay gap reporting was not found.

Closest things out there

Confido; DripPay; Blindroll.

Checked with web searches in October 2026. A search is not proof that nothing similar exists, and the market moves fast, so we recheck before every build.

What it unlocks

The human in it

Fairness you can show without exposing anyone.

The Regatta Board

Races it can enter

buildathon · Fhenix · upcoming

Fhenix buildathon / grants

unknown

Official page ↗

Ecosystem program for shipped apps; check current terms.

Their rule on existing code: unknown

What you own

The whole app, not a starter kit.

The complete Pay Gap Check app: teams submit encrypted salaries on Fhenix and only the pay gap by role and level comes out, released by key holders together, with a paywall, owner console and report agent built in.

Base price · $249

The user app, complete

Every buyer gets the same finished app. Basic branding and copy changes come through a quick form.

Three step onboardingHome

Shown once: everyone seals their own salary, only group gaps come out, key holders release together.

Progress and next actionHome

Groups, sealed, released and published, with sealed count and groups shown.

Role and level groupsGroups

Minimum group size, merge or hold small groups, median or mean.

Company size limitGroups

Teams up to 50 on Team; larger companies need Company.

Sealed submissionsSealed

Each salary encrypted on the device, a count without names, one reminder to all.

Single salary refusalSealed

A manager asking for one person's pay is refused because no decryption path exists.

Threshold releaseRelease

Encrypted computation per group and a key holder quorum to decrypt group results, with a receipt.

External auditor seatRelease

An outside auditor holds one key. Gated behind Company.

Public report pageReport

Gap bars by role and level, held back groups explained, published with a share card.

Trend and Monday pulseReport

Quarter by quarter trend and weekly joiner checks. Gated behind Company.

Plans and settingsMe

Quarterly pricing from the owner paywall with crypto checkout and staff reminders.

Open the full app demo

Add-on

Owner console

Your admin side: revenue, paywall editor, users, rules and the agent log.

Revenue and paywall editorRevenue

Revenue by tier, payouts, incoming USDC, payment methods and live editing of tier names, prices and gates.

Client onboardingClients

Onboard companies and advisors, decline teams too small to report safely.

Rules, agent log and roadmapRules

Minimum group size, quorum, reminders and difference check; plus the Agent log and priced Roadmap.

Top-up

Growth and referrals

Referral and growth mechanics, switched on when you are ready to grow.

Transparency weeks and referralsGrowth

Run a transparency week with a startup community, see loops and simulate referrals.

The money path, built in

How it earns for you

Companies pay per quarter because pay reports are quarterly. Larger companies pay more for the pulse, auditor seat and trend, and HR consultancies sign advisor contracts to run checks for clients.

Team$49 per quarterUp to 50 staff, quarterly report, public report page

Company$199 per quarterUp to 500 staff, Monday pulse, external auditor key holder seat

AdvisorCustomHR consultancies run checks for many clients under their own brand

FHE computation on Fhenix is expected to cost a few dollars per quarterly report on mainnet.

Prices are yours to set. Illustrative, not a promise of income.

Growth loops, built in

How it spreads

A made with link on every published report page
Candidates who see one report ask other employers for the same
HR consultancies run checks for many clients
Transparency weeks where a startup community publishes together
Company to company referrals worth half a quarter

Roadmap · build the next phase with us

Where it goes next

v1 included

The full pay gap check

Encrypted submission on Fhenix
Grouped aggregates with minimum size
Key holder threshold release
Public report page and share card
Paywall, owner console, report agent

Included

Directive pack and HRIS sync

EU Pay Transparency Directive report format
HRIS import for groups and levels
Bonus and equity gaps
Joint pay assessment workflow

Add-on from $700

Sector benchmarks

Anonymous benchmarks across companies
Candidate facing comparison page
Advisor white label portal
API for job boards

Add-on from $1,500

For investors and grant reviewers

The pitch, ready

Prove fair pay by role and level without anyone seeing anyone's salary.

Problem: Companies are asked to prove fair pay by candidates, staff and the EU Pay Transparency Directive. Publishing salaries is a non starter and an internal spreadsheet asks everyone to trust whoever made it.

Solution: Staff encrypt their salary on their device. A Fhenix contract adds and compares ciphertexts per group, and key holders sign a threshold decryption of group results only. Single salaries have no decryption path.

Why now: Fully homomorphic encryption is now usable onchain on Fhenix, and the EU directive puts pay gap reporting on every mid size company's calendar.

Market: Startups and mid size companies under pay transparency pressure, and the HR consultancies that advise them.

The ask: Ten design partner companies in Lisbon and Berlin, an HR consultancy partner, and Fhenix ecosystem support.

Funding is never guaranteed. Check each program's rules.

For hackathons and demo days

Your 2 minute demo

Home: meet Priya, people lead at a forty person Lisbon startup.
Groups: set a minimum of five and watch Design L3 merge into its role.
Sealed: seal her own salary, send one reminder, and refuse a manager's request for one hire's band.
Release: compute on ciphertexts and get two of three key holders to sign.
Report: publish the gap by role, hit the Company paywall for the trend and pay in USDC.
Owner Agent: the difference attack and the group of two, both fixed.
Owner Revenue and Clients: change the Company price, onboard an advisor, decline a four person team.
Owner Growth and Roadmap: run a transparency week, then request the directive pack.

Many hackathons require code written at the event. See the Regatta Boardfor each race's rule.

Make it entirely yours

Custom work from $2,000: HRIS integrations, a consultancy white label, extra report formats or a private deployment. Scoped on a call.

Custom from $2,000

BLUEPRINT

Why it matters and how it really works

The need

Companies are asked to prove fair pay by candidates, staff and, in the EU, by the Pay Transparency Directive. Publishing salaries is a non starter, and an internal spreadsheet asks everyone to trust whoever made it. Teams need a gap number that is checkable without anyone seeing anyone else's pay.

What exists and what is new

Encrypted payroll already exists: Confido, DripPay and Blindroll pay salaries privately onchain. Conventional pay equity tools exist too, but they run on plain salary data held by a vendor or HR. What we did not find is encrypted pay gap reporting: staff encrypt their own salary, the gap by role and level is computed on ciphertexts with Fhenix FHE, and only group results are released after a key holder quorum. The math is known; the product is new.

The data it runs on

Each person's salary, encrypted on their device and stored as a Fhenix ciphertext. A role and level label and a gender field chosen by the person. Group sizes, release signatures from key holders, and published group results. Names stay with the company admin and never touch the chain.

1.The mission

Let any team prove what it pays across groups without exposing a single person.

2.Why people can't resist it

The answer people already ask for Candidates and staff ask about fair pay. A public, checkable number is a stronger answer than a promise.

Nobody has to trust HR Every salary is encrypted before it leaves the phone, and release needs two of three key holders, one of them outside the company.

Monday pulse A short weekly note shows whether new hires or raises would move a group, so problems are caught in a week, not a quarter.

Shareable proof A report card with the gap and the release receipt that a company can post on its careers page.

3.How it works for real

Invite: Admin creates groups by role and level and invites staff by email. Names map to wallets only inside the app.

Seal: Each person enters their salary in the app; it is encrypted client side with the Fhenix FHE library and submitted as a ciphertext.

Compute: A Fhenix contract adds and compares encrypted values per group, producing an encrypted gap for each group above the minimum size.

Guard: A report agent checks group sizes and compares against the previous report so that one joiner or leaver cannot be singled out by difference.

Release: Key holders sign a threshold decryption of group results only. Single person results have no decryption path.

Publish: The group results and release signatures are posted onchain and on a public report page.

4.Cost per use and pricing

For a forty person company, about 40 encrypted submissions and 6 to 10 group computations per quarter. FHE operations cost more gas than plain math; on Fhenix testnet this is negligible and on mainnet it is expected to be a few dollars per quarterly report. Hosting and email are under $20 a month.

Team $49 per quarter

Up to 50 staff, quarterly report, public report page.

Company $199 per quarter

Up to 500 staff, Monday pulse, external auditor key holder seat.

Advisor Custom

HR consultancies run checks for many clients under their own brand.

5.Growth loop

Every published report page carries a small made with Pay Gap Check link. Candidates who see it ask other employers for the same, and HR consultancies adopt it to run checks for clients.

6.Risks and guardrails

Small groups: Results for small groups can reveal individuals. Minimum group size is enforced, with merge or hold back options.

Difference attacks: Comparing two reports can point at one person. The agent blocks releases where a single change is the only difference.

Self reported data: People can enter the wrong number. Optional payroll import with a signed attestation reduces this; the report says what is self reported.

Not legal advice: A report shows a measured gap, not its cause and not compliance with any law.

FHE maturity: Fhenix tooling is young; the owner should expect upgrades and start on testnet.

7.Build order

Groups and invites
Client side encryption and submission to a Fhenix contract
Encrypted median and mean gap per group with minimum size
Two of three key holder release
Public report page and share card
Difference check and Monday pulse

8.Where this is going

Now
Quarterly gap reports for small and mid sized teams.
Next
Payroll import with signed attestations, so numbers are not self reported.
Later
Industry benchmarks pooled across companies, still encrypted, so a team can compare itself to peers.
Far
A standard proof of fair pay that job boards can display next to a listing.

Costs and tools are estimates at the time of writing. General information only, not legal or financial advice.

OWNER PLAYBOOK

Own it, then chart your voyage

Nine routes from one vessel. Tap a port to open its chart.

Why own Pay Gap Check

Pay Gap Check: Teams submit encrypted salaries and only the pay gap by role comes out. Using someone else's version means their rules, their brand and their revenue. Owning Pay Gap Check means it is deployed under your wallet, carries your name, and every customer, partner and result builds your track record instead of theirs.

What’s stopping you?

“I am not technical.”

Pay Gap Check arrives deployed with a guide. Running it is settings and sharing links, not code. If you get stuck, we help you ship it.

“What if nobody uses it?”

Start with ten people you already know. The first move below takes under an hour and tells you fast whether people care.

“I do not have time.”

Each step is sized in minutes. Most owners spend an hour a week, and the app does the repetitive part.

“Will it make me money?”

Nothing is guaranteed. The playbook gives you a clear path and honest numbers, and you decide how far to take it.

The million-dollar ladder

Charge the people who get the most value from Pay Gap Check: a monthly plan for groups or teams, plus setup fees for anyone who wants it done for them.

$100

$1,450

$11,700

$78,000

First harbour

5 customers

$20 a month

Steady trade

50 customers

$29 a month

Known name

300 customers