Work of Equal Value – Pay Transparency Complexity

With 18 weeks now to the deadline, this week, we are focusing on one of the more challenging aspects of the Directive: work of equal value.

Pay Transparency is not limited to comparing Employees doing the same job. Organisations will be required to assess and explain pay levels for roles that are different, but of equal value.

This assessment must be based on objective, gender-neutral criteria such as:

• Skills and qualifications
• Effort
• Responsibility
• Working conditions

For many Organisations, this will require work that may never have been formally done before, including:

• Creating or revisiting job architecture
• Defining job categories and levels consistently
• Documenting evaluation criteria in a way that can withstand scrutiny

This is also where workload can increase significantly for HR teams, particularly where Organisational structures have evolved organically over time.

Next week, we will look at the recruitment obligations under the Directive, including pay range disclosure, and what this will mean in practice for Employers of all sizes.

Our experienced Reward Consultants would be happy to discuss how Pay Transparency may affect your Organisation and how we can support you as you prepare – please contact Neil McCormack at nmccormack@adarehrm.ie today.

Preparing now will help minimise future pressure, risk and exposure.