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

Gender-neutral job evaluation and classification saves money in the long run. It reduces the risk of equal pay complaints and related sanctions, improves retention and makes pay negotiations smoother. The upfront investment is small compared with the costs of disputes and worker turnover.

Ask to see the method and results in writing. A gender-neutral job evaluation and classification approach must use key factors (skills, responsibility, effort and working conditions) in a gender-neutral way. If this isn’t in place, it isn’t compliant.

Worker and union involvement increases trust, consistency and acceptance of the results. The Pay Transparency Directive (recital 64, Article 13) explicitly recognises that the role of the social partners is of key importance in designing the way pay transparency measures are implemented and encourages Member States to promote social partner participation in gender-neutral job evaluation and classification.

The toolkit offers clear, step-by-step approaches tailored to companies of different sizes, including simplified pathways for micro-organisations and small and medium-sized organisations. Even a basic, well-structured process can uncover undervalued work and support fairer pay. Time spent now reduces disputes and avoids costs later.

Transparency is key. Workers must understand the criteria and how jobs are scored and classified. Otherwise, mistrust and resistance grow, undermining the job evaluation and classification itself.

The whole point of job evaluation and classification is to ensure equal pay for equal work or work of equal value between women and men. Without follow-up on pay structures, gender-based pay inequalities remain. Results must feed into pay grading and pay adjustments, including in basic pay and complementary and variable pay components.