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

Personal pay data can be protected, but the law still requires organisations to share the average pay grade by sex and explain to workers the criteria used for pay, pay grade and pay progression. Confidentiality is not a reason to refuse.

Equal pay for equal work or work of equal value between women and men, and pay transparency rights, apply to all workers in the organisation, regardless of role, grade or contract type.

The job evaluation and classification system that your organisation uses should be based on the key relevant factors and free from gender biases. You have the right to ask which criteria are used and how they are applied to your job and comparable job roles in the organisation.

You have a legal right to request this information without being penalised. If you face retaliation, you can ask a worker representative or equality body for support or to act on your behalf.