Updating the new pay structure
To align all HR policies, an updated pay policy was prepared and shared with all workers, explicitly linking pay ranges to the new job grades, based on monthly basic pay.
Saveur Européenne now has eight grades. The structure ensures consistent progression between grades using a factor of 1.2, starting from a midpoint salary of EUR 2500 for grade 1 and reaching a maximum of EUR 10000 for grade 8.
| Grade | Minimum (− 10%) | Midpoint | Maximum (+ 10%) |
|---|---|---|---|
| Grade 1 | EUR 2250 | EUR 2500 | EUR 2750 |
| Grade 2 | EUR 2700 | EUR 3000 | EUR 3300 |
| Grade 3 | EUR 3240 | EUR 3600 | EUR 3960 |
| Grade 4 | EUR 3888 | EUR 4320 | EUR 4752 |
| Grade 5 | EUR 4666 | EUR 5184 | EUR 5702 |
| Grade 6 | EUR 5599 | EUR 6221 | EUR 6843 |
| Grade 7 | EUR 6718 | EUR 7465 | EUR 8212 |
| Grade 8 | EUR 8062 | EUR 8958 | EUR 10000 |
This structure created a clear, step-like progression across the organisation. Each job grade includes roles with similar job evaluation and classification scores and comparable levels of skills, responsibility, effort and working conditions.
The midpoint in each pay range shows what someone can expect to earn once they’re fully competent in their role. The lower number is typical for people who are newer or still developing their skills, while the higher number reflects advanced experience and strong performance. This design helps employees grow their salary as they gain expertise and take on more responsibility, rather than salaries being driven mainly by outside market changes.
The job evaluation committee also reviewed all complementary and variable pay components, including uniform allowances and overtime, weekend and night work compensation, to ensure that they aligned with the principle of equal pay for equal work or work of equal value. The committee ensured that all pay components were based solely on objective working-time and role requirements, rather than the gender composition of particular roles or unjustified distinctions. By confirming that eligibility criteria and payment levels were consistent across women-dominated jobs and men-dominated roles and between part-time and full-time workers, the committee ensured these complementary and variable pay components were allocated fairly and did not introduce indirect discrimination.
The results were shared with all workers so that everyone could see how their role connected to a specific grade and the corresponding salary range.