How Jollyroom Transformed Their Pay Equity Work With Pihr

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.

Annett Hanna, HR Manager at Jollyroom

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.”

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.

“Pihr has changed everything. We now work proactively instead of constantly firefighting.”

Unexpected benefits included deeper insights, better visibility, and more space for HR to focus on strategic, value-creating tasks.

 

Strategic Value & EU Readiness

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.

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.

Read more about Jollyroom's commitmens here.