EU-wide guidelines on gender-neutral job evaluation and classification: Step-by-step toolkit

Following Tool 7, Anna emailed the updated pay structure to all workers and held a discussion at the monthly team meeting. She committed to:

• An annual internal review – checking whether job content or organisational needs have changed, affecting job evaluation and classification or equal pay
• Monitoring – allowing the HR manager to track salary developments, review new or evolving roles, and flag discrepancies
• A job re-evaluation cycle – repeating the pair comparison every three years, or sooner if there are significant changes (e.g. expansion or shifts in specialisations)