Employees expect transparent and understandable compensation decisions, clear rules and fair treatment.
The prerequisite for this is a consistent compensation strategy and a well-structured job architecture that clearly classifies and explains compensation.
Greater transparency strengthens employee trust and increases employer attractiveness. At the same time, regulatory requirements are increasing, particularly due to new regulations in the EU. Swiss companies with international subsidiaries therefore face the challenge of presenting compensation structures in a comparable way and providing reliable analyses. A clear job architecture forms the necessary foundation for this and enables companies to meet transparency requirements and reporting obligations efficiently and reliably.
Pay Transparency
Pay Transparency
Our Services
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Pay Transparency
As part of a health check, the existing compensation system is reviewed together with the client. We analyze which rules and processes are already consistent and transparent, where systems have become unnecessarily complex, and where compensation decisions rely heavily on individual judgment.
Based on this analysis, recommendations are derived to simplify and further develop the compensation system without losing its intended steering effect. If desired, the adjusted structures are translated into clearly formulated rules and decision-making processes that enable transparent and understandable communication with employees.
The goal is a transparent compensation system that builds trust while still allowing room for individual decisions within a clearly defined framework. -
Equal Pay
We support companies in Switzerland and neighboring EU countries in implementing and conducting pay equity analyses in accordance with the EU Pay Transparency Directive (Directive (EU) 2023/970).
In doing so, we consider both national requirements and international structures and select appropriate analysis approaches and providers depending on company size, structure, and starting situation.
A robust job grading forms the basis for reliable pay equity analysis. If a company does not yet have such a structure, we rely on the established job grading system of gradar. Thanks to its integrated pay equity analysis and attractive cost-benefit ratio, this is a proven and practical solution, particularly for mid-sized companies that require timely support.
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Closing Pay Gaps
Based on the pay equity analysis, a step-by-step plan for closing identified pay gaps is developed. This includes defining realistic target scenarios, prioritizing action areas, and determining which adjustments should be made, when, and to what extent.
The plan considers budget implications, phased implementation, and existing compensation processes such as salary reviews or promotions. This allows pay differences to be reduced in a targeted and manageable way without jeopardizing operational stability or internal acceptance. At the same time, it creates a reliable basis for internal communication, reporting, and regulatory compliance.
Pay Transparency
Publications
Viewpoint
Enabling success by leveraging pay equality and diversity.
Viewpoint
From a pure economic perspective, wages are the result of two functions: the supply of work and the demand for work. At the point of equilibrium, the occupancy rate and the level of wages are determined.
Viewpoint
Enabling success by leveraging pay equality and diversity.
Viewpoint
From a pure economic perspective, wages are the result of two functions: the supply of work and the demand for work. At the point of equilibrium, the occupancy rate and the level of wages are determined.
Viewpoint
Enabling success by leveraging pay equality and diversity.
Viewpoint
From a pure economic perspective, wages are the result of two functions: the supply of work and the demand for work. At the point of equilibrium, the occupancy rate and the level of wages are determined.
Pay Transparency
FAQ Pay Transparency
Pay transparency refers to the understandable and consistent design of compensation decisions. Employees increasingly expect clear criteria explaining how salaries are determined. At the same time, regulatory requirements are increasing, particularly through the EU Pay Transparency Directive. Companies therefore need structured compensation systems and clear decision rules.
A job architecture makes it possible to evaluate functions, place them within a structure, and compare them with each other. This enables salary structures to be built and communicated transparently. Without a consistent job structure, it is often difficult to explain why certain functions—and therefore the people holding them—are compensated differently.
A pay equity analysis examines whether comparable roles are compensated equally regardless of gender or other factors. This is done through statistical analysis of compensation data. A consistent job architecture significantly simplifies these analyses because comparable functions are clearly defined.
When pay differences are identified, companies often develop a phased plan for gradually adjusting compensation. Budget implications, existing compensation processes, and internal fairness considerations are taken into account. The goal is to reduce pay differences systematically and in a manageable way.