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CONCEPT EXPLAINER

Work of equal value explained

Equal pay under the Directive is not limited to identical jobs. Workers doing different jobs of equal value are also entitled to equal pay. This page explains how equal value is assessed and why it matters for pay reporting.

What does 'work of equal value' mean?

Two roles are of equal value when they are comparable after being assessed against objective, gender-neutral criteria, even if the tasks, job titles or departments are different. The comparison looks at the demands of the job rather than the person doing it or how the role has traditionally been paid.

The four factors used to compare jobs

The Directive requires value to be assessed using objective criteria. Four factors are central:

  • Skills — the knowledge, qualifications and competencies a role requires, including interpersonal and organisational skills that are often overlooked.
  • Effort — the physical, mental and emotional demands of the work.
  • Responsibility — accountability for people, resources, budgets, safety or decisions.
  • Working conditions — the environment in which the work is done, including physical conditions, hours and exposure to risk.

Why job title alone is not enough

Comparing pay by job title misses value that sits in different roles. A role dominated by one sex may be undervalued simply because it has always been paid less. Assessing the underlying demands of each role — not its label — is what reveals whether different jobs should be paid equally.

Grouping roles into categories of workers

To report and analyse pay, employers group roles into categories of workers doing the same work or work of equal value. A consistent, documented method — often a job evaluation or grading scheme built on the four factors — makes these categories objective and defensible. The same categories are then used to measure and explain any pay gaps.

How equal value connects to pay reporting

Gender pay gap reporting and joint pay assessments are carried out by category of workers. If an average gap of at least 5% within a category cannot be justified by objective, gender-neutral criteria and is not corrected within six months, the employer must carry out a joint pay assessment. Sound equal-value categories are therefore the foundation of accurate reporting.

This page explains the EU Directive baseline and is general information, not legal advice. National implementing laws and job-evaluation practice differ. Confirm the position for each country with a qualified local adviser.

See also: Guide · Glossary · Methodology

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The free assessment asks whether your roles can be grouped by equal work or work of equal value, and shows what to do next.

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