The most common mistake with salary ranges in job postings is that the range is mentioned, but it's chosen so broadly or arbitrarily that it effectively says nothing. A range of, say, thirty thousand to sixty thousand euros meets the formal requirement of having a range, but gives a candidate no useful picture of what the role actually offers.
This mistake usually doesn't stem from reluctance. Companies want to quickly comply with the new expectation that a range appears in the text, and attach a margin that is "in the ballpark", without that margin being derived from a job classification or an existing salary structure. The result is a text that looks complete on paper, but in practice serves none of the purposes the range is meant to serve.
Where things go wrong
Three causes come up most often. The first is that the range was copied from a similar job posting elsewhere, without checking whether that margin aligns with your own job classification. The second is that one broad band is used for candidates with widely varying experience, so the bottom and top of the range in practice never apply to the same job requirements. The third is that the range was devised separately from the remuneration policy, so the text promises something the pay structure doesn't actually deliver.
It also happens that a range was set, but its justification is not documented anywhere. If a candidate or a regulator asks what the margin is based on, there is no document to show it. This is not a substantive error in the text itself, but it is an error in the supporting documentation.
Why this matters
The salary range in a job posting does not stand alone. It is linked to the job classification, to the question of what criteria apply to that classification, and to the remuneration policy that determines the margin within which negotiation can take place. When these components don't align, there is a risk that the text meets the letter but not the intent. Whether a concrete difference between the stated range and the actual remuneration in an individual case is problematic is for the competent regulator or a lawyer to assess; this article does not make that judgment.
The knowledge base explains for each component how the salary range, job classification and remuneration policy relate to each other, with references to the official text. To check whether a draft job posting text itself meets the visible requirements, you can first have it reviewed via check the job posting text.
How to avoid the mistake
The key to the solution is that the salary range does not stand apart from the rest of your remuneration structure, but flows directly from it. This starts with a job classification based on objective, gender-neutral criteria: only once a job is classified into a category can a realistic and substantiated range be linked to it. A range derived from that classification is by definition narrower and more specific than a margin chosen on a "feels market-competitive" basis.
It also helps to document what the chosen margin is based on, so that justification is available when a candidate or employee asks for it. This is not only helpful in relation to candidates, it also aligns with the broader idea behind the rules: that remuneration must be traceable to criteria, not to an estimate after the fact. More on how that justification is built up and where the information on the site comes from is explained under the methodology behind the classification.
What remains to be determined
Níl aon uimhir sa reachtaíochta a shonraíonn cé chomh caol nó leathan is gá go raibh bandaleithead ar leith ionas go measfaí go bhfuil sé "fíor". Is é seo ceann de na pointí nach bhfuil míniú soladach ann fós agus a bheidh toiscirt á fhorbairt ag údaráis dheonacha ina gcleachtas féin. Má bhíonn cinntacht ag duine faoi seo ina chás féin, is fearr a bheith tugtha go dtí dlíodóir nó go dtí an údarás cúraimí cuí, agus gan a bheith ag fírinne ar riarachán ginearálta.
Tá ceisteanna coitianta faoi shaghasanna teorannála den sórt sin, agus faoi rud ar bith nach bhfuil socraithe go fóill, bailithe ar an tabhairt ar foluain ar cheisteanna coitianta.
Ar mhaith leat i roinnt nóiméad a fhéiceáil an bhfuil do théacs vacature féin agus an bandaleithead taobh thiar de i gcomhréir loighciúil? Tugann an tsearch vacature saor agus an ghnáthcholann pictiúr tosaigh, dlite gan aon chuntas, gan gá do chuntas.