What does it cost to classify your jobs according to pay transparency rules?
There is no fixed fee for job classification based on objective, gender-neutral criteria. The amount you will spend depends on three things: how many different jobs your organization has, to what extent those jobs are already documented somewhere, and whether you handle the process yourself or use a system that structures the classification for you.
A small organization with ten jobs and a clear hierarchy will finish faster than a company with thirty job titles that overlap in practice. And a classification you build from scratch costs more time than one where the criteria — knowledge, responsibility, effort, working conditions — were already documented somewhere. So the amount is not a price tag per job, but rather the amount of work that still needs to happen before the classification is correct.
Where the time goes
The core of job classification is that equivalent jobs end up in the same category, regardless of what the job is called or who performs it. This requires criteria that are applied the same way to every job, and a comparison that you can back up if someone asks. With a handful of clearly defined jobs, that is a matter of hours; with an organization that has many variations on the same role, or with jobs that have grown over the years without a fixed description, it adds up.
That is where most of the costs come from: not in coming up with the criteria, but in organizing what already exists. When you put all the jobs side by side for the first time, you often discover that the same title is used at multiple levels, or that two jobs with different names actually involve the same work in practice. That investigative work takes time, whether you do it yourself or have it structured for you.
Working it out yourself or using a system
You can set up a job classification yourself, and nothing requires you to use software for it. The main question is whether you want to build the time and documentation yourself, or whether you prefer to purchase that time through a system that already has the criteria and categories in place. consult the knowledge base for background information on each topic gives you free access to the foundation: what an equivalent job actually means and which criteria apply.
What a paid system adds is the translation of those criteria to your own job list, along with the documents that go with it and the documentation you can show if an employee or supervisor asks. That saves time especially at the point where the investigative work is greatest: in organizations with many job variations or with multiple locations that each use their own titles.
What affects the final price
With a subscription, the amount usually depends on the size of your organization and the number of jobs that need to be classified, not on a fixed rate per company. An organization with one hundred employees and ten job groups pays something different than an organization with one hundred employees and forty job groups, simply because more categories need to be substantiated. The exact amount for your situation can be found on current prices per component.
Important to keep in mind: job classification is not a one-time expense that is then finished. New jobs, changed duties, or a reorganization require a review, and that affects what time or budget is involved over a longer period.
Where this fits in
The job classification does not stand alone. It is the basis for the remuneration policy and for the categories that will later, with a hundred employees or more, be used for the gender pay gap reporting. A classification that is built consistently from the start requires fewer adjustments later. Read more about how these components are interconnected via an overview of how the components are interconnected.
We structure and calculate; we do not make judgements about whether your current classification already meets the criteria and provide no legal advice on this. For the explanation of the statutory criteria themselves, we refer you to the official text and, for your specific situation, to a legal professional.
Would you first like to see where your organisation stands on this point, without any obligations? take the free compliance check in a few questions and then see which components are relevant for you.