Jollyroom, one of the Nordics’ leading e-commerce companies for children and families, faced a growing challenge: managing pay equity manually in a fast-scaling organisation. With more employees, evolving roles, and tightening regulatory expectations, their manual processes had become both unsustainable and risky.
We spoke with Annett Hanna, HR Manager at Jollyroom, about how Pihr reshaped their pay equity work, and why the EU Pay Transparency Directive makes this shift more important than ever.
The challenge: manual work and mounting complexity
Before Pihr, Jollyroom managed pay mapping, equivalent-job evaluations, and salary review analysis manually: a time-consuming and labour-intensive process. The HR team struggled to maintain:
- precision in identifying equivalent roles
- objectivity in assessing salary differences
- accuracy to comply with the Swedish Discrimination Act
- clarity in increasingly complex salary structures
For an organisation of their size, the risks were evident: administrative overload, compliance gaps, and limited transparency. Manual methods were no longer viable.
Why Jollyroom chose Pihr
Jollyroom began searching for a new solution when it became clear that their current approach couldn’t scale. The upcoming EU Pay Transparency Directive added urgency: they needed a system that was not only efficient today, but future-proof. After evaluating several options, Pihr stood out for its:
- specialised focus on pay equity
- advanced AI capabilities
- readiness for new EU regulatory requirements
- intuitive, user-friendly interface
Pihr stood out with its combination of deep pay equity expertise, powerful technology, and ease of use.
Annett Hanna, HR Manager, Jollyroom
Implementation: smooth and straightforward
The implementation process was structured and efficient. While the initial setup required preparing and connecting internal data, Pihr’s intuitive design made the process easy to manage. Once the data was in place, the impact was immediate:
- faster, streamlined workflows
- automated analyses replacing manual work
- instant clarity in salary structures
No major challenges arose during onboarding.
Results: from manual to fully automated
Pihr has fundamentally transformed Jollyroom’s pay equity work. Key improvements include:
- full automation of analyses previously done manually
- significant time savings
- substantial improvement in compliance accuracy
- simplified and consistent reporting
- greater confidence and peace of mind
What used to be reactive, annual work is now a continuous, proactive pay equity process. Unexpected benefits included deeper insights, better visibility, and more space for HR to focus on strategic, value-creating tasks.
Pihr has changed everything. We now work proactively instead of constantly firefighting.
Annett Hanna, HR Manager, Jollyroom
What’s next
With Pihr, Jollyroom now has a structured, insight-driven approach to pay equity, one that supports both HR excellence and long-term governance. The upcoming EU Pay Transparency Directive will require companies to:
- provide more detailed reporting
- maintain stronger internal documentation
- ensure greater pay transparency
- manage larger amounts of data safely and consistently
While many organisations will face significant challenges, Jollyroom feels well prepared.
The directive will demand much more transparency and detailed reporting. While challenging for many, Pihr has already prepared us very well.
Annett Hanna, HR Manager, Jollyroom
Recommendation
Jollyroom strongly recommends Pihr for organisations that want to:
- strengthen their pay equity processes
- ensure full compliance
- reduce administrative burden
- gain clarity and control in salary structures
Pihr supports Jollyroom in becoming an increasingly transparent, fair, and responsible employer.
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