The terms, in plain language.

A structured method for rating the value of a role against fixed criteria — skills, responsibility, effort and working conditions. It assesses the role, never the person.

Art. 4 · EUR-Lex

A level on the organisation's value scale. Roles with a similar job evaluation result sit in the same grade.

A group of roles with similar qualifications, education and career paths, purpose and strain factors. Job families are not org units.

The complete map of job families, career tracks and grades that places every role in one consistent structure.

The pay range attached to a grade, from minimum to maximum.

Reference band: €56,000 – €70,000 – €84,000.

The middle of a pay band. It usually reflects the market price of full competence in the role.

€70,000 in the reference band.

Salary divided by the band midpoint. 1.00 means the salary sits exactly on the midpoint.

€60,000 ÷ €70,000 = 0.86.

How far a salary has moved through the band: (salary − minimum) ÷ (maximum − minimum).

(€60,000 − €56,000) ÷ €28,000 = 14%.

The width of a band: (maximum − minimum) ÷ minimum.

(€84,000 − €56,000) ÷ €56,000 = 50%.

The difference in average pay between women and men, before any factor is taken into account. This is the figure that is reported.

Art. 9 · EUR-Lex

The gap that remains after comparing like with like — same grade, job family and other objective factors. It shows where to act.

A review carried out with worker representatives when a gap of at least 5% in a worker category is neither justified by objective, gender-neutral criteria nor remedied within six months.

Art. 10 · EUR-Lex

Different work that is equal when compared on skills, effort, responsibility and working conditions. It is the basis for every pay comparison under the Directive.

Art. 4 · EUR-Lex

A fixed point in the band, usually the midpoint, where the rules change: rule-based progression below it, merit-only above it.

Skills and role-relative experience, each rated 1–4 against the role profile, added to a score of 2–8. It sets a target zone in the band.

Score 4–6 → good fit, €63,000 – €77,000.

A collection of pay data that participating employers submit for jobs they matched to the survey's own job descriptions.

Assigning your own job to the closest survey job, by content rather than by title.

A generic description of one level in a job family or career path that jobs are matched to in a survey.

The pay value below which a given share of survey results falls; P50 is the median, and a wide P10–P90 spread shows employers disagree.

The survey value for one job at one point in time, such as its median base pay.

A group of workers doing the same work or work of equal value; under the Directive it is defined by the value of work, never by a family label.

The split of target total pay between base pay and variable pay.

A higher pay structure attached to specific roles on documented recruiting evidence, sitting on top of the common grade structure.

A separate, named, time-limited pay component for a single hard-to-fill role, used only as a last resort and justified by evidence.