{"id":148129,"date":"2025-12-16T14:06:00","date_gmt":"2025-12-16T14:06:00","guid":{"rendered":"https:\/\/www.frazerjones.com\/?p=148129"},"modified":"2025-12-16T16:08:00","modified_gmt":"2025-12-16T16:08:00","slug":"step-2-to-eu-pay-transparency-building-a-grade-and-pay-banding-framework","status":"publish","type":"post","link":"https:\/\/www.frazerjones.com\/nl\/regional-focus\/europe\/step-2-to-eu-pay-transparency-building-a-grade-and-pay-banding-framework\/","title":{"rendered":"Step 2 to EU pay transparency: building a grade and pay banding framework"},"content":{"rendered":"\n<div class=\"wp-block-columns alignwide post-content-columns is-layout-flex wp-container-core-columns-is-layout-a56dcf5d wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<div class=\"wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\">After <a href=\"https:\/\/www.frazerjones.com\/regional-focus\/europe\/step-1-to-eu-pay-transparency-the-talent-youll-need-to-audit-your-existing-pay-data\/\">auditing existing pay data<\/a>, the next step in preparing for the EU pay transparency directive is to build a clear and consistent framework for pay. This involves designing a transparent job architecture with defined salary bands and pay ranges that reflect the value of roles across the organisation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A well-structured framework helps ensure fair pay across departments and job levels. It also supports career progression, internal mobility and retention, which are increasingly important to today\u2019s workforce. When done well, it strengthens employee trust and helps HR leaders align compensation with business strategy.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This step is essential for meeting the mandates of the EU directive. It provides the foundation for equal pay and helps prevent pay discrimination by aligning roles with objective criteria and gender-neutral benchmarks. It also supports compliance with pay transparency laws across EU member states.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-does-a-grade-and-pay-banding-framework-involve\">What does a grade and pay banding framework involve?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Creating a robust framework involves several key components:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Designing a job architecture that defines job families, job levels and job titles<\/li>\n\n\n\n<li>Conducting job evaluation using gender-neutral criteria and objective criteria to assess work of equal value<\/li>\n\n\n\n<li>Establishing salary bands and pay ranges that reflect market benchmarking and internal equity<\/li>\n\n\n\n<li>Aligning pay structures with performance management, career progression and talent strategy<\/li>\n\n\n\n<li>Ensuring consistency in job descriptions and job postings to support transparent pay practices<\/li>\n\n\n\n<li>Identifying and addressing pay differences, disparities and inequities across categories of workers<\/li>\n\n\n\n<li>Reviewing average pay across functions and levels to support equal pay for equal work<\/li>\n\n\n\n<li>Documenting pay information clearly to support decision-making and meet reporting requirements<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This process also supports gender pay gap reporting and pay equity analysis. It helps organisations meet national law requirements and provides a roadmap for remediation and fair pay decisions. In some cases, it may involve consultation with workers\u2019 representatives to ensure alignment with internal governance and external obligations.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-key-talent-to-lead-your-framework-design\">Key talent to lead your framework design<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">To build a framework that is strategic and compliant, organisations need HR teams with deep expertise in compensation, analytics and organisational design. Here are the roles to prioritise:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-compensation-and-benefits-analyst-or-hr-business-partner-with-compensation-expertise\">Compensation and Benefits Analyst or HR Business Partner (with compensation expertise)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">These professionals play a central role in designing and maintaining job architecture and salary structures. They analyse internal and external pay data to support benchmarking and ensure pay levels are aligned with market standards and internal equity.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-skills-required\"><strong>Skills required<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Strong analytical and modelling capabilities<\/li>\n\n\n\n<li>Experience with job evaluation and pay banding methodology<\/li>\n\n\n\n<li>Understanding of pay equity, variable pay and DEI initiatives<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Download our <a href=\"https:\/\/www.frazerjones.com\/resources\/market-insight\/salary-guides\/\">salary guides<\/a> for salary benchmarking and expectations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-total-rewards-executive-or-manager\">Total Rewards Executive or Manager<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">These professionals oversee the broader compensation strategy. They ensure pay practices support business goals and employee expectations and often lead the development of frameworks and action plans that address pay transparency and compliance.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-skills-required-0\"><strong>Skills required<\/strong><\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Strategic thinking and stakeholder engagement<\/li>\n\n\n\n<li>Deep knowledge of salary structures, benefits and performance management<\/li>\n\n\n\n<li>Experience with pay assessments, remediation and transparent pay frameworks<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Download our <a href=\"https:\/\/www.frazerjones.com\/resources\/market-insight\/salary-guides\/\">salary guides<\/a> for salary benchmarking and expectations.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-where-to-find-the-right-talent\">Where to find the right talent<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The best candidates for these roles are often leading initiatives within their current organisations. They understand the complexity of compensation design and the importance of aligning pay frameworks with business strategy. That\u2019s why working with a specialist HR recruitment consultancy like Frazer Jones is essential.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We have deep networks across Europe and the European Union and we understand the nuances of each role. Whether you\u2019re hiring for a permanent position or need interim support, we can help you find the top talent to lead your pay transparency roadmap.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We also actively engage with professionals on platforms like LinkedIn, helping our clients connect with candidates who may not be actively searching but are open to the right opportunity.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In some cases, considering an interim role is the most effective way to approach compliance with the directive. An experienced HR professional with the right skillset may only be needed for a short period while the business is made compliant. If your existing HR team is strong, long-term support may not be necessary. We\u2019re now equipped at Frazer Jones to provide top interim talent cross Europe, helping businesses access flexible expertise exactly when they need it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Building a grade and pay banding framework is a strategic investment in fairness, transparency and long-term success. It helps organisations meet the mandates of the EU directive, reduce the risk of pay discrimination and create a more equitable workplace. It also helps shift the burden of proof away from employers by ensuring pay decisions are based on clear, consistent and defensible metrics.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Need help hiring for your compensation and rewards team?<\/strong><\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/submit-a-vacancy\/\">Submit a vacancy<\/a><\/div>\n\n\n\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/consultants\/clair-schindler\/\">Get in touch<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-arrow\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/regional-focus\/europe\/preparing-for-eu-pay-transparency-key-focus-areas-and-the-talent-youll-need\/\">Preparing for EU pay transparency: key focus areas and the talent you\u2019ll need<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-arrow\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/regional-focus\/europe\/step-1-to-eu-pay-transparency-the-talent-youll-need-to-audit-your-existing-pay-data\/\">Step 1: audit existing pay data<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-arrow\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/regional-focus\/europe\/step-3-to-eu-pay-transparency-reviewing-recruitment-processes-for-compliance\/\">Step 3: review recruitment processes for compliance<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-arrow\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.frazerjones.com\/regional-focus\/europe\/step-4-to-eu-pay-transparency-leading-cultural-change-toward-transparency\/\">Step 4: lead cultural change toward transparency<\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:25%\">\n\t<div class=\"hd-block hd-block-author\" id=\"block_1821187f1f4e0f0669b910e8e2738ace\">\n\n\t\t<div class=\"eyebrow-group\">\n\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Author<\/h3>\n\t\t<\/div>\n\n\t\t<div class=\"cards cards--people\">\n\n\t\t\t\n<div class=\"card card--person post-122278 hd_person type-hd_person status-publish has-post-thumbnail hentry hd_person_experience_focus-executive-search hd_person_experience_focus-experienced-hires hd_person_sector-professional-services hd_person_seniority-director-group-manager hd_person_specialism-reward hd_person_location-belgium hd_person_location-luxembourg hd_person_location-netherlands\" id=\"block_1821187f1f4e0f0669b910e8e2738ace-person-122278\">\n\n\t<div class=\"card--person__inner\">\n\n\t\t\n\t\t\t<figure class=\"card__image-wrapper\">\n\t\t\t\t<a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/liza-knapp-fadani\/\"><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"300\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2019\/01\/Liza-Knapp-Fadani-2-300x300.jpg\" class=\"card__image test\" alt=\"\" sizes=\"(max-width: 600px) 100vw, (max-width: 781px) 50vw, (max-width: 1023px) 40vw, (max-width: 1200px) 25vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2019\/01\/Liza-Knapp-Fadani-2-300x300.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2019\/01\/Liza-Knapp-Fadani-2-150x150.jpg 150w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2019\/01\/Liza-Knapp-Fadani-2-768x768.jpg 768w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2019\/01\/Liza-Knapp-Fadani-2.jpg 1000w\" \/><\/a>\t\t\t<\/figure>\n\n\t\t\t\t\t\t<div class=\"card__titles\">\n\t\t\t\t\t\t\t<h2 class=\"card__title\"><a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/liza-knapp-fadani\/\">Liza Knapp-Fadani<\/a><\/h2>\n\t\t\t\t\t\t\t\t<h3 class=\"card__subtitle\"><a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/liza-knapp-fadani\/\">Director<\/a><\/h3>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__location\">Belgium, Luxembourg, Netherlands<\/div>\n\t\t\t\t\t\t<div class=\"card__email\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--email\" href=\"mailto:lizaknapp-fadani@frazerjones.com\">lizaknapp-fadani@frazerjones.com<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__tel\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--tel\" href=\"tel:+31621984742\">+31 62 198 4742<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__linkedin\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--linkedin\" target=\"_blank\" href=\"https:\/\/www.linkedin.com\/in\/liza-knapp-fadani-372565116\/\">Connect<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t<\/div>\n\n<\/div>\n\n\n\t\t<\/div>\n\n\t<\/div>\n\n\t\n\n\n\t<div class=\"hd-block hd-block-jobs is-style-reduced alignwide\" id=\"block_d3950907ff926516e893f0c320f227e6\" style=\"\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Jobs<\/h3>\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--jobs\">\n\n\t\t\t\n<div class=\"card card--job post-181953 job_listing type-job_listing status-publish hentry\" id=\"block_d3950907ff926516e893f0c320f227e6-job-181953\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/job\/reward-advisor-181953\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Legal<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Reward Advisor<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">Reward Advisor London | Hybrid working Permanent | Up to \u00a350,000 Frazer Jones is delighted to be partnering with a prestigious professional services organisation on the appointment of a Reward Advisor. This is an exciting opportunity to join an established People &amp; Culture team, offering the chance to play a pivotal role in shaping and [&hellip;]<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__salary meta__item\"><span class=\"meta__item-label\">Salary<\/span> <span class=\"meta__item-value\">Up to GBP60000 per annum<\/span><\/li>\n\t\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">4 dagen geleden geplaatst<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Read more<\/p>\n\n\t<\/a>\n\n<\/div>\n<div class=\"card card--job post-181723 job_listing type-job_listing status-publish hentry\" id=\"block_d3950907ff926516e893f0c320f227e6-job-181723\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/job\/payroll-manager-181723\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Oil\/energy\/renewables\/utilities<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Payroll Manager<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">Frazer Jones is delighted to be partnering with an established organisation to appoint a Payroll &amp; Rewards Manager, responsible for leading payroll delivery and compensation governance within a complex, operationally driven environment. This position plays a critical role in ensuring payroll accuracy, statutory compliance, and the disciplined execution of reward-related processes. Reporting to the HR [&hellip;]<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">5 dagen geleden geplaatst<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Read more<\/p>\n\n\t<\/a>\n\n<\/div>\n\t\t<\/div>\n\t\n\t<\/div>\n\n\t\n\n\n<div class=\"wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\"><\/div>\n<\/div>\n<\/div>\n\n\n\n\t<div class=\"hd-block hd-block-posts is-template-grid alignwide\" id=\"block_952605728160d132b9d7e40bda061906\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h2 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Featured Content<\/h2>\n\t\t\t\t\t\t\t\t\t\t<div class=\"wp-block-button is-style-arrow eyebrow-group__button\">\n\t\t\t\t\t\t<a class=\"hd-block-posts__button button wp-block-button__link eyebrow-group__link\" href=\"https:\/\/www.frazerjones.com\/tag\/pay-transparency\/\">See all pay transparency updates<\/a>\n\t\t\t\t\t<\/div>\t\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--posts\">\n\n\t\t\t\n<div class=\"card card--post post-148127 post type-post status-publish format-standard has-post-thumbnail hentry category-career-progression category-europe category-finding-talent category-talent-nl category-leiderschap category-the-netherlands tag-eu tag-pay-transparency\" id=\"block_952605728160d132b9d7e40bda061906-job-148127\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/regional-focus\/europe\/step-4-to-eu-pay-transparency-leading-cultural-change-toward-transparency\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_5-300x225.jpg\" class=\"card__image\" alt=\"\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_5-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_5-1024x768.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_5-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">Step 4 to EU pay transparency: leading cultural change toward transparency<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">december 16, 2025<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">The EU pay transparency directive is not just a legal requirement. It represents a cultural shift that challenges organisations to rethink how they communicate, lead and engage. Across EU member states, businesses must now go beyond compliance and embed transparency into their culture. This means fostering open dialogue about pay progression, average pay and the [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-148128 post type-post status-publish format-standard has-post-thumbnail hentry category-career-progression category-europe category-finding-talent category-talent-nl category-the-netherlands tag-eu tag-pay-transparency\" id=\"block_952605728160d132b9d7e40bda061906-job-148128\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/regional-focus\/europe\/step-3-to-eu-pay-transparency-reviewing-recruitment-processes-for-compliance\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_2-300x225.jpg\" class=\"card__image\" alt=\"\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_2-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_2-1024x768.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_2-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">Step 3 to EU pay transparency: reviewing recruitment processes for compliance<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">december 16, 2025<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">As part of the EU pay transparency directive, organisations across EU member states must take a closer look at how they attract and hire talent. This includes updating recruitment workflows to meet new requirements and support fair pay practices. Under the directive, businesses must include salary ranges in job advertisements and avoid using a candidate\u2019s [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-148129 post type-post status-publish format-standard has-post-thumbnail hentry category-career-progression category-europe category-finding-talent category-talent-nl category-reward category-the-netherlands tag-eu tag-pay-transparency\" id=\"block_952605728160d132b9d7e40bda061906-job-148129\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/regional-focus\/europe\/step-2-to-eu-pay-transparency-building-a-grade-and-pay-banding-framework\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_3-300x225.jpg\" class=\"card__image\" alt=\"\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_3-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_3-1024x768.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Dublin_3-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">Step 2 to EU pay transparency: building a grade and pay banding framework<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">december 16, 2025<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">After auditing existing pay data, the next step in preparing for the EU pay transparency directive is to build a clear and consistent framework for pay. This involves designing a transparent job architecture with defined salary bands and pay ranges that reflect the value of roles across the organisation. A well-structured framework helps ensure fair [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\t\t\n\t\t<\/div>\n\n\t\t\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>After auditing existing pay data, the next step in preparing for the EU pay transparency directive is to build a clear and consistent framework for pay. This involves designing a transparent job architecture with defined salary bands and pay ranges that reflect the value of roles across the organisation. A well-structured framework helps ensure fair [&hellip;]<\/p>\n","protected":false},"author":691,"featured_media":148870,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"templates\/post-original.php","format":"standard","meta":{"_acf_changed":true,"_cn_metabox_post_checkbox_dont_send_once":false,"_cn_metabox_post_checkbox_dont_send_ever":false,"footnotes":""},"categories":[51,649,58,185,46,29],"tags":[650,642],"hd_author":[],"class_list":["post-148129","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career-progression","category-europe","category-finding-talent","category-talent-nl","category-reward","category-the-netherlands","tag-eu","tag-pay-transparency"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.1 (Yoast SEO v28.1) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>EU pay transparency: building a grade and pay banding 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