Equal pay for equal work has been a hot topic for many years now. Yet, often it's hard to find the best way to create transparency between different positions in the company when it comes to the salary package. At Brigid, we're trying to help. On top of creating an open mindset in the company, we're also helping companies adhere to the EU Directive 2023-970 (which you can find here). We've done this by creating a functionality that allows the administrators to link a salary range to the titles that exist in the company. No exact numbers per person, but ranges per title, so when you're applying for a job or a promotion, you know what's coming. We still give companies their freedom, however. Here's how it works.

While defining the titles that are in your company, you have the option to add the "full salary package" range (min to max). As a company, you can choose to express this number as a monthly or yearly range, since different countries have different habits. This package consists of:

Fixed salary
Variable salary/Bonuses
Mobility Budget/Car (Lump-Sum)
Other advantages

Fixed salary

The simplest one: this is the base gross salary. It's the guaranteed salary linked to a specific title. Usually this is the easiest one to calculate per title: it's linked to the level, complexity of the job and is often benchmarked against the market.

Variable salary / bonuses

Not every part of compensation is fixed. Some titles include a variable salary component, such as performance bonuses, sales commissions, team-base incentives or company-wide bonus schemes.

Including this in the salary package range gives a more complete picture of the potential compensation. For example, two roles might have a similar fixed salary, but one may include a significant variable component while the other does not.

There's several possible approaches here for the company to take: you could state that the "minimum salary" includes no bonuses or variable salary, while the "maximum salary" contains all of them, or you could work off of what you've learned from the past to make both a pessimistic and optimistic estimation to use.

Mobility budget / car

In many companies, mobility is an important part of the salary package. This can include a company car with our without fuel or charging cards, a mobility budget for public transport reimbursement, bike leasing or any other mobility arrangement.

Because these benefits can represent a significant financial value, we suggest to include them in the pay ranges. It's perfectly possible that a title with a lower fixed salary but including a company car actually represents a higher total package than a title with a higher base salary without this advantage.

We recommend to use the lump-sum method, be it based on the average cost of public transport or the average TCO (Total Cost of Ownership) of said company car.

Other advantages

Meal vouchers, hospitalisation insurance, pension plans, allowances, expense reimbursements, phone subscriptions, laptops, ... you name it. It could be an extra advantage to the total salary package of the title. By adding these, you can show your employees the true worth of what they're getting when they take up this title in your company. This way, nothing is overlooked and you get a complete view on the pay range for this title.

What does the employee get to see?

Brigid allows the employee to see these salary ranges in their internal mobility path, if enabled by the administrators. This means they can see the ranges for both their current title, but also the titles coming up on their career path. This way they know what's coming when they are planning the next step they can take to make your company stronger. It's both a motivation and a good way of doing expectation management when trying to grow throughout the company.

At this moment, the view allows to show minimum and maximum salary range in the internal mobility pane, but we're always looking for ways to improve our services! Do you have an idea that could make this even more useful? Reach out to us now at info@brigid.app.