Ad-hoc salary decisions cost you talent, create internal equity problems, and expose you to EU Pay Transparency liability. We build salary structures that are defensible, competitive, and fair.
Candidates reject offers because there is no clear pay philosophy. Internal employees leave when they discover peers in similar roles earn significantly more.
The EU Pay Transparency Directive (2026) requires documented, objective pay criteria. Companies without job evaluation frameworks will struggle to justify their pay gaps.
Without structured pay bands, headcount growth creates compensation surprises. Finance cannot model future payroll costs accurately.
Job evaluation is the systematic process of determining the relative worth of jobs within your organization. It is the foundation of any defensible salary structure.
Jobs are scored across multiple factors (skill, effort, responsibility, conditions). The resulting points create a ranking that can be mapped to salary grades. Most rigorous and EU-compliant.
Jobs are assigned to pre-defined grades based on descriptions. Simpler to implement and communicate, less granular. Suitable for SMBs with fewer job families.
Pay levels are anchored to external market data. We recommend combining this with an internal evaluation method for a defensible pay structure.
A documented, role-by-role evaluation using an appropriate methodology for your size and industry.
Defined pay ranges (minimum, midpoint, maximum) for each grade, anchored to market data and your pay philosophy.
A clean job family hierarchy that supports career pathing, promotion criteria, and internal mobility.
A phased plan for communicating and rolling out the new structure, including manager talking points and employee FAQ.
Let us assess your current compensation approach and design a structure that supports growth, equity, and EU compliance.
Discuss Salary Band Design