Real screenshots from the pack files. Example figures are illustrative.
EU Job Architecture and Equal Value Work Kit
Define equal work and work of equal value on objective criteria. Grade each role on the four factors, group roles of equal value, and review pay across the groups, so your pay decisions rest on a structure you can defend.
One-time purchase, no subscription. Instant download.
Built by expert HR practitioners and leaders
- The equal-value method: what equal value means, the four criteria that decide it, and a step-by-step way to evaluate and group roles
- An eight-tab scoring workbook: a framework reference, a scoring guide, the point-factor role scorer, equal value groups, pay by group, and pay criteria documentation
- A point-factor role scorer: set your factor weights, score each role on skills, effort, responsibility, and conditions, and read off a grade
- Pay reviewed by equal-value group: compare pay across roles of equal value and flag any unexplained gap of 5 percent or more
- The job-versus-person distinction built in: grade the work, not the person, so the structure holds up on objective criteria
- Editable guide and templates: a Word version with a role profile, a comparison worksheet, and manager validation questions to fill in
The kit builds and documents a defensible job structure. It does not determine that two roles are of equal value in law and does not replace qualified local counsel.
Readiness tools and general business information for planning, not legal or tax advice. The EU pay transparency rules are set by Directive (EU) 2023/970 and put into effect by each member state national law, which varies and is still arriving. Confirm country-specific requirements with qualified local counsel.
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Last reviewed June 2026
Buying for clients or multiple entities? The White-Label tier is in the license.
A guide, an eight-tab scorer, and templates to fill in
The guide frames equal value and the method. The workbook scores and groups your roles. The editable templates capture your decisions, in the order the Start Here lays out.
Start Here
What each file does and the order to use them, in plain language. One page, read it first.
EU Job Architecture and Equal Value Work Kit, the guide
What equal value means and the four criteria that decide it, a step-by-step method to evaluate roles and group them by value, the job-versus-person factor distinction, and fill-in templates. Comes as a PDF to read and an editable Word file with the templates.
EU Job Architecture and Equal Value Work Workbook
Eight tabs: a framework reference and a scoring guide, the Role Evaluation point-factor scorer, equal value groups, pay by equal-value group with the 5 percent flag, pay criteria documentation, and an action log. Works in Excel or Google Sheets.
Grade the work, group by value, then review the pay
Evaluate each role on objective factors, group roles of equal value, and check pay across the groups. The kit builds the structure; local counsel makes the legal calls.
Read the guide and profile each role
Read the guide, then fill in a role profile for each role in the editable Word file, sitting with the managers who own the work.
Set your weights and score the roles
Set your factor weights on the scoring guide, then score each role on skills, effort, responsibility, and conditions to read off a grade.
Group roles of equal value
Group roles of equal value, review pay on pay by equal-value group, and move any unexplained gap of 5 percent or more onto the action log.
Document the objective criteria
Record the objective criteria behind your grades and pay on pay criteria documentation, and use the comparison worksheet and manager validation questions as you go.
Built to make the structure defensible, not to rule on it
Equal value is decided on objective criteria, and the structure has to hold up. The kit is built to that standard and clear about where counsel takes over.
Where the kit stops and local counsel starts
The kit prepares a documented, objective structure. Whether it satisfies the law is a legal question. These are the points to route to qualified local counsel.
Who does what
The kit builds the structure. You make the decisions and keep the evidence, and local counsel rules on the law. Here is the split.
- The kit scores the work; you set the weights. The scorer grades roles on the four factors. The factor weights and the final grades are yours.
- The kit groups by value; you confirm the groups. It clusters roles of equal value and flags the 5 percent line. Whether a group is right is your call to make and document.
- The kit marks the legal calls; counsel makes them. It flags where equal value is a legal question. Those calls belong with qualified local counsel.
- The kit keeps the evidence, and the evidence is the point. A documented, objective structure is what turns a challenge from a guess into a defensible position.
Who it’s built for
Who this fits, and where to go if that’s not you.
Built for
- A company building or cleaning up its job architecture ahead of EU pay transparency, that needs a defensible, objective structure.
- An HR or reward lead who has to grade roles, group them by value, and document the criteria, and wants the scorer and templates ready.
- A team with the pay transparency project underway that needs the equal-value foundation underneath it.
If you are looking for
- The whole EU readiness program. The Global Employer EU Readiness Bundle adds the pay transparency toolkit, the posting pack, the pay-information tracker, and the HR AI checklist.
- The pay transparency project end to end, not only the structure. Start with the EU Pay Transparency Readiness Toolkit, the flagship that frames the whole directive.
Before you buy
What format are the files?
Is this legal advice or a compliance guarantee?
What are the four factors?
What is the difference between job and person factors?
How does this connect to the pay-gap review?
Will it stay current?
What is the refund policy?
What happens after I buy?
Can I expense this purchase to my business?
Most customers buy TrueStep HR tools for business use, and a tool you use for work often qualifies as a deductible business expense. Whether it does for you depends on your situation, so confirm with your accountant or tax professional. Your receipt arrives by email at checkout and works as documentation.
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Build a structure that holds up
Grade the work on objective factors, group roles of equal value, and document the criteria, so your pay decisions rest on a defensible structure.
Readiness tools for planning, not legal or tax advice. Not a compliance guarantee. Last reviewed June 2026.