~70%
use pay bands to structure pay.
Resources · Readiness study 2025
Most organisations know the Directive. Few have the foundation.
A 2025 survey of 216 organisations, half of them with 1,000 or more employees, on how pay is structured today and how far preparation has come. The main finding: job architecture is what connects all pay data.
Download the full study (PDF, 38 pages, 10.6 MB)
Published by gradar (QPM Quality Personnel Management GmbH), April 2025. No sign-up required.
Pay structures
Bands are common. The structure behind them is not.
32%
of those base their bands on a formal job architecture.
24%
have a job architecture fully in place.
88%
review salaries at least once a year.
82%
actively check that salaries stay competitive with the market.
Readiness
Awareness is high. Action lags behind.
85%
say their organisation is aware of the Directive (184 of 216).
70%
have familiarised themselves with it.
37%
have an action plan.
30%
have assessed their pay structures.
10%
have started training leaders.
What it means
Job architecture is the link
Organisations with a job architecture show a clearly stronger tendency towards pay transparency than those without, and job evaluation and job architecture tend to go together. Assessing salaries alone does not make pay more transparent; the structure behind the numbers does.