Reporting your gender pay gap is not the end of the process. If the figures reveal an unjustified gap, the Directive can require a deeper, collaborative review — the joint pay assessment.
What triggers a joint pay assessment
A joint pay assessment is required when reporting shows an average pay difference of at least 5% between female and male workers in any category of workers, the difference cannot be justified by objective, gender-neutral criteria, and the employer has not remedied it within six months of the report.
What it involves
The employer carries out the assessment together with workers' representatives. It analyses the proportion of female and male workers in each category, their average pay, the causes of any gap, and the measures needed to close it — with follow-up to check those measures work.
How to avoid getting there
The best way to avoid a joint pay assessment is to find and fix unjustified gaps before they appear in a report: group roles by equal value, keep pay criteria objective and documented, and estimate your gap early so you have time to act.
Not sure where your organisation stands? The free readiness assessment walks through reporting and joint pay-assessment readiness.
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