As we indicated in a previous post, the directive introduces the obligation for employers to have structured remuneration structures, grouping employees into categories according to the value of their work. The categories should correspond to specific levels of remuneration. By its very nature, however, employee remuneration is not static and generally changes in the course of employment.

In wishing to ensure, therefore, that both the process of setting salaries and as well subsequently changing them takes place in a non-discriminatory manner, the directive requires employers to define and make available to their employees the criteria used to determine salaries, salary levels and salary progression. Salary progression refers to the process of moving an employee to a higher salary level. Salary progression criteria may include, but are not limited to, individual performance, skill development and seniority. In doing so, it is important that they be objective and gender-neutral.

At the same time, the directive stipulates that national regulations will be able to exempt employers with less than 50 employees from making salary progression criteria available.