• HR Managers and HR Business Partners
• Compensation and Benefits Specialists
• Team Leaders and Line Managers
• Members of Executive Management

What Will You Learn During the Workshop?

Legislation in Practice

• Understand pay transparency requirements and their impact on your organization.
• Identify areas with the highest risk of non-compliance.
• Prepare for new reporting and communication obligations.

Establishing Objective Criteria

• Learn how to assess which criteria are truly relevant for your organization and how to define them so they are objective, gender-neutral, consistently applied, and defensible during internal and external reviews.
• Explore additional objective criteria for assessing work of equal value that go beyond the official methodology and are based on practical experience from implementation projects in Slovak companies.
• Understand the most common mistakes in job architecture design, job grading, and pay gap analysis that can lead to incorrect job classification, distorted analytical results, or increased legal and reputational risk.

Job Grading

• How to design a job architecture.
• How to define work of equal value.
• How to establish a position evaluation methodology.
• How to link evaluation outcomes to compensation structures.

Pay Gap Analysis

• Data preparation and quality assurance.
• Proper identification of comparable employee groups.
• Methodology for calculating pay gaps.
• Interpretation of results and development of corrective measures.
• Documentation of objective reasons for pay differences.

Internal Processes and Communication

• Preparation of an internal equal pay policy.
• Establishing governance structures and responsibilities.
• Communication with employees and employee representatives.
• Managing remuneration-related questions and concerns.

Common Mistakes You Will Learn to Avoid

Job Grading Mistakes

• Evaluating individual employees instead of job positions.
• Using unclear or subjective criteria.
• Confusing seniority, geographical location, and job value.
• Inconsistent evaluations across departments.
• Automatically replicating the existing organizational structure.
• Insufficient documentation of evaluations.
• Lack of calibration of evaluation outcomes.

Pay Gap Analysis Mistakes

• Incomplete or poor-quality data.
• Incorrect inclusion of bonuses, allowances, and benefits.
• Ignoring objective factors influencing pay levels.
• Misinterpreting identified pay differences.
• Absence of a methodology for explaining and documenting pay differences.

What Will You Take Away?

• A practical methodology for evaluating work of equal value
• An overview of objective criteria applicable within your organization
• Insights into the most common risks and recommendations from implementation projects
• Practical examples and case studies from the Slovak business environment