{"id":71988,"date":"2026-06-25T12:59:05","date_gmt":"2026-06-25T10:59:05","guid":{"rendered":"https:\/\/raczkowski.eu\/en\/?p=71988"},"modified":"2026-06-25T13:28:38","modified_gmt":"2026-06-25T11:28:38","slug":"pay-transparency-action-plan","status":"publish","type":"post","link":"https:\/\/raczkowski.eu\/en\/pay-transparency-action-plan\/","title":{"rendered":"PAY TRANSPARENCY \u2013 ACTION PLAN"},"content":{"rendered":"\n\n\n\n\n\n\n\n\n\n\n\n\n
Obligation<\/th>\nAction plan<\/th>\n<\/tr>\n<\/thead>\n
\ud83d\udfea 1. Job evaluation and employee categories<\/strong><\/td>\n\n
    \n
  • Conduct a job evaluation using at least basic criteria: skills, effort, responsibility, working conditions.<\/li>\n
  • Note: the criteria must be agreed with any trade unions at the workplace.<\/li>\n
  • Based on the evaluation, establish employee categories.<\/li>\n
  • Note: categories also require consultation with trade unions.<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n
\ud83d\udfe9 2. Pay structure (amendment of remuneration policies)<\/strong><\/td>\n\n
    \n
  • Prepare base salary tables.<\/li>\n
  • Amend remuneration regulations and include the tables.<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n
\ud83d\udfe8 3. Criteria for determining salaries \/ pay rises<\/strong><\/td>\n\n
    \n
  • Collect the criteria used by the company.<\/li>\n
  • Define how they will be made available to employees (e.g. intranet, policy).<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n
\ud83d\udfea 4. Components of remuneration \/ benefits<\/strong><\/td>\n\n
    \n
  • Identify all remuneration components (financial and non-financial).<\/li>\n
  • Determine which should be included in pay calculations.<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n
\ud83d\udfe9 5. Rules for calculating average pay<\/strong><\/td>\n\n
    \n
  • Define the methodology (annual\/hourly), including: part-time employment, employment during the year, absences.<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n
\ud83d\udfe7 6. Employee right to pay information<\/strong><\/td>\n\n
    \n
  • Establish request and response procedures.<\/li>\n
  • Prepare templates.<\/li>\n
  • Define communication channels.<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n
\ud83d\udfe6 7. Gender pay gap<\/strong><\/td>\n\n
    \n
  • Choose a methodology (consider external advisors).<\/li>\n
  • Inform the trade unions.<\/li>\n
  • Make all calculations before the regulations enter into force.<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n
\ud83d\udfe9 8. Employee representatives \u2013 if no trade unions<\/strong><\/td>\n\n
    \n
  • Assess the potential need to expand their powers.<\/li>\n
  • Verify the purpose and rules of their selection.<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n
\ud83d\udfe8 9. Single source principle<\/strong><\/td>\n\n