---
title: Why your organisation needs a job architecture for EU Pay Transparency
description: "Why a job architecture matters for EU Pay Transparency: grouping jobs by work of equal value underpins gender pay gap reporting, information rights and the burden of proof."
---
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October 6, 2026
# Why your organisation needs a job architecture for EU Pay Transparency
The EU Pay Transparency Directive (EUPTD) is built on a simple principle: equal pay for work of equal value. To show that you meet it, you first have to know which jobs in your organisation are of equal value to one another. That grouping is what a job architecture gives you, and without it you cannot meet the directive's main obligations.
Those obligations all rely on being able to sort employees into categories of workers, meaning groups of people whose jobs are of equal or similar value, judged on objective, gender-neutral criteria. Those categories then drive:
- **Gender pay gap reporting.** You report the gap for each category of workers, not a single figure for the whole organisation.
- **Information rights.** Employees can request their own pay level and the average pay levels, broken down by sex, for workers doing the same work or work of equal value. Job seekers must be told the starting pay or pay range before the interview.
- **Burden of proof.** If someone claims they are underpaid compared with work of equal value, it is on you, the employer, to show that the difference comes from objective factors and not from gender.
**What a job architecture is**
A job architecture is a structured way of comparing jobs across the organisation. Jobs sit across a set of job levels, and jobs of equal or similar value fall into the same level. The result is a single, consistent picture of how every job relates to every other, built on a method you can explain rather than on individual judgement.
To build a defensible architecture, you need a consistent way to measure the value of each job. For the method SkillsTrust uses to do that, see [How the EIGE point factor job evaluation method works](https://knowledge.skillstrust.org/pfm?hsLang=en).
##### Source
Directive (EU) 2023/970 of the European Parliament and of the Council of 10 May 2023, on strengthening the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms (Official Journal of the EU L 132, 17 May 2023).
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