Trusaic is a Los Angeles compliance software company that began in 1999 as First Capitol Consulting under founder and CEO Robert Sheen. It sells two families of products: pay equity and pay transparency tools led by PayParity, and an ACA Compliance Suite for employer health coverage reporting.
Pricing model
Custom quote per product
Deployment
Cloud
Platforms
Web
Free trial
Consultation and demo; no trial
Legal name
Trusaic
No product has a published price. Trusaic combines software with implementation consultants and data science support, so quotes reflect workforce size, the number of jurisdictions you report in, and how much expert service you need.
For ACA products the split is clear: ACA Essential is the lighter year-end filing product, and ACA Complete adds monthly monitoring, audit defense and a designated specialist, so it will cost more.
Verified from the official pricing page on September 25, 2026. View source
Editorial verdict
Trusaic is the specialist in this group. Ravio and Lattice Compensation include pay gap views; Trusaic runs a statistical audit that counsel can commission under attorney-client privilege, then models remediation with its R.O.S.A. engine before any money is spent. If your general counsel is involved in the pay equity project, Trusaic is built for that setup.
The ACA side is a separate business that happens to share the vendor. ACA Complete covers monthly monitoring, 1094-C and 1095-C filing, state mandates in California, New Jersey, Rhode Island and Washington D.C., and IRS Letter 226J response. US employers with large variable-hour workforces can buy it without touching pay equity at all.
I would not buy Trusaic to set salaries or run a raise cycle. It tells you where pay is unfair and helps you comply; you still need market data and a planning tool to decide next year's pay.
Trusaic fits large and multinational employers facing pay equity legal exposure or EU Pay Transparency Directive reporting, and US Applicable Large Employers with 50+ full-time employees that need ACA reporting and penalty defense. Alaska Airlines is among the customers quoted on its site.
It is a weak fit for a 150-person startup that wants to spot-check pay gaps once a year; the gap views inside Ravio or a planning tool are enough there. It is also unnecessary for companies below the ACA's 50 full-time employee threshold, which have no 1095-C filing obligation.
Trusaic stands out for pairing a privileged, statistical pay equity methodology with a remediation engine: R.O.S.A. runs hundreds of simulations to find the lowest-cost adjustments that close gaps. No other tool in this comparison also handles ACA 1095-C filing and IRS penalty response for the same HR team.
The buying group usually includes total rewards, legal and sometimes benefits. Trusaic lists SOC 2 Type II and ISO 27001 certification plus GDPR and CCPA compliance, and integrations with Workday (including Pay Decisions), SAP, UKG and ADP.
Expect a consultative sale: a scoping call, a data request and a proposal that separates software from analyst and data science services. Ask for those two lines priced separately so renewals can be compared year to year.
Trusaic is purpose-built for pay equity compliance. If you are preparing for EU Pay Directive reporting, managing pay gap closure across a large workforce, or facing regulatory scrutiny, it deserves a dedicated evaluation.
Still comparing? Dig deeper
PayParity analyses pay across gender, race, age, disability and other characteristics in one statistical model, identifies significant gaps and their root causes, and produces explainable results.
Remediation engine that runs hundreds of simulations to optimise pay adjustments.
Jurisdiction-specific compliance reports and ESG/CSRD reporting alignment.
Salary Range Finder sets ranges at the time of hire, TrueTransparency communicates pay equity progress to stakeholders, and Trusaic AI adds an agentic layer on the same methodology.
A dedicated solution for the EU Pay Transparency Directive, including right-to-information requests.
Pay transparency reporting across 50+ jurisdictions.
ACA Complete and ACA Essential cover employer health coverage reporting for Applicable Large Employers, with bi-directional HRIS integrations such as Workday and UKG.
1094-C and 1095-C preparation, e-filing and employee distribution by mail or electronically.
California, New Jersey, Rhode Island and Washington D.C. reporting in ACA Complete.
Trusaic also sells TaxAdvantage, a service for finding employer tax credits. Its blog covers the Work Opportunity Tax Credit (WOTC), which rewards hiring from certain groups. It is a minor part of the product line but can be bundled into an ACA relationship.
US employers with high-volume hourly hiring, the same group most exposed to ACA measurement issues.
A service engagement rather than a compensation module.
Evaluating Trusaic means separating what sounds strong in the demo from what holds up after implementation for employee compensation management teams.
Where Trusaic earns its place for mid-market teams
PayParity supports attorney-client privilege when counsel is engaged, which reduces disclosure risk compared with an internal spreadsheet analysis.
R.O.S.A. simulates pay adjustments to close statistically significant gaps at the lowest cost, which gives finance a budget number rather than a list of problems.
An EU Pay Transparency Directive solution and Regulatory Pay Transparency Reporting across 50+ jurisdictions cover the reporting side of pay equity.
ACA Complete files 1094-C and 1095-C forms, handles state mandates and responds to IRS Letter 226J penalty notices.
What to press on in Trusaic pricing calls before signing
Trusaic does not supply market data or run merit cycles. Salary Range Finder helps set ranges at hire, but full comp planning needs another product.
No prices are published and engagements include consultants and data scientists, so costs are harder to compare than with pure software.
The ACA suite serves US employer mandates. Non-US companies will use only the pay equity side.
Leave your details and we'll connect you with Trusaic so they can share current pricing, packaging, and what the buying process looks like.
A single-country gender audit is a smaller engagement than a multi-country analysis across gender, race, age and disability with jurisdiction-specific reports. Regulatory Pay Transparency Reporting covers 50+ jurisdictions, and EU employers will need the Directive solution on top of the core audit.
Essential suits Applicable Large Employers with clean data that only need forms prepared and filed. Complete suits employers with variable-hour staff or past IRS penalty letters, since it adds monthly tracking, Letter 226J response and audit defense. Trusaic says it has never lost an audit and has helped reduce more than $1 billion in proposed employer shared responsibility assessments.
Before you sign
A Trusaic purchase usually starts with a specific trigger: a Directive deadline, a pay equity claim, or an IRS penalty letter. Shape the demo around that trigger.
Bring legal counsel into the first PayParity call, because the privilege structure has to be set up at the start of the engagement to protect the analysis.
Ask for a sample R.O.S.A. output on anonymised data, because the remediation budget is the number your CFO will want before approving the project.
List the jurisdictions and EU member states where you must report, since that list drives both scope and price for the transparency products.
For ACA, send a past IRS Letter 226J or last year's 1095-C error log if you have one, because it shows whether ACA Essential is enough or ACA Complete is needed.
Trusaic sells pay equity and pay transparency software (PayParity, R.O.S.A., Salary Range Finder, EU Directive tools) and ACA compliance products (ACA Complete, ACA Essential).
Prices are set per product after a consultation. All products are quoted after a consultation.
Yes. It offers a dedicated Directive solution, including right-to-information support, plus reporting across 50+ jurisdictions.
Yes. ACA Essential and ACA Complete prepare and file 1094-C and 1095-C forms; Complete adds monthly monitoring and IRS Letter 226J response.
Trusaic is privately held and led by founder and CEO Robert Sheen. It grew out of First Capitol Consulting, founded in 1999.
Trusaic lists Workday (including Pay Decisions), SAP, UKG and ADP.
Trusaic's alternatives depend on which half you need: pay equity analysis or broader compensation tooling.
| Product | Pricing | Free trial |
|---|---|---|
| TrusaicThis tool | Custom quote per product | No |
| Carta | Flat fee / tiered annual | No |
| CompTool | Freemium | Yes |
| Compa | Quote-based | No |
| Pave | Per employee per month | Yes |
| CaptivateIQ | Per seat per year | No |
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AI-native compensation platform with analyst and partner agents that scale comp expertise to recruiting and HR decisions.
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Before you decide
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