Pay structure example Logistics and transport: this is what a complete pay structure looks like
This is an example for a logistics and transport company. One consistent salary ladder in which all functions rise logically, ready for the pay transparency directive.
Logistics provider (example, ~80 employees)
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Scale
1
Hands-on warehouse work, lower to secondary vocational, follows set order processes.
Band (gross/yr)
EUR 26,000 – EUR 32,000
median EUR 29,000
Scale
2
Independent road transport, C/CE licence and driver CPC, client contact on delivery.
Band (gross/yr)
EUR 30,000 – EUR 38,000
median EUR 34,000
Scale
3
Planning or supervising, secondary vocational 4 to higher vocational, owns throughput and quality.
Band (gross/yr)
EUR 36,000 – EUR 48,000
median EUR 42,000
Scale
4
Leads a warehouse shift, higher-vocational working and thinking level, steers on KPIs.
Band (gross/yr)
EUR 46,000 – EUR 60,000
median EUR 53,000
Scale
5
End responsibility for the logistics operation, budget and staff, higher vocational and up.
Band (gross/yr)
EUR 58,000 – EUR 76,000
median EUR 67,000
Job evaluation per role
Each function is weighed on the four legal factors. Every factor has its own, traceable rationale, so the placement in the scale is defensible.
Warehouse Operative
Scale 1- Knowledge and skills
- Lower to secondary vocational, knows the warehouse system and safe working.
- Effort
- Physical work with repetitive handling throughout the day.
- Responsibility
- Responsible for correct and timely order handling.
- Working conditions
- Works in the warehouse, standing and lifting, varying temperature.
Order Picker
Scale 1- Knowledge and skills
- Lower to secondary vocational, knows scanning equipment and order processes.
- Effort
- Physical and pace-sensitive work against picking targets.
- Responsibility
- Responsible for the accuracy of the picked orders.
- Working conditions
- Works in the warehouse, much walking and lifting.
Truck Driver
Scale 2- Knowledge and skills
- C/CE licence with driver CPC and knowledge of driving and rest times.
- Effort
- Long independent trips requiring focus plus loading and unloading.
- Responsibility
- Responsible for the load, the vehicle and safe delivery.
- Working conditions
- On the road in varying traffic and weather, irregular hours.
Transport Planner
Scale 3- Knowledge and skills
- Secondary vocational 4 to higher vocational, knows planning and transport law.
- Effort
- Continuously solving under time pressure with changing trips.
- Responsibility
- Responsible for a watertight and efficient schedule.
- Working conditions
- Office work with peak load around trip allocation.
Warehouse Team Lead
Scale 3- Knowledge and skills
- Secondary vocational 4 to higher vocational, trade knowledge and supervisory experience.
- Effort
- Switches between hands-on work, planning and steering on the floor.
- Responsibility
- Leads a warehouse shift and safeguards quality and safety.
- Working conditions
- Split between the warehouse and a spot on the floor.
Warehouse Supervisor
Scale 4- Knowledge and skills
- Higher-vocational working and thinking level, knows logistics KPIs.
- Effort
- Runs several shifts with accountability on the numbers.
- Responsibility
- Responsible for the daily warehouse operation and staffing.
- Working conditions
- Combines the office with presence on the warehouse floor.
Logistics Manager
Scale 5- Knowledge and skills
- Higher vocational and up, broad logistics and commercial knowledge.
- Effort
- Runs the whole operation under delivery and cost pressure.
- Responsibility
- End responsibility for the logistics chain, budget and staff.
- Working conditions
- Mostly office with visits to sites.
How is this built?
Each function follows the same step-by-step process. You make the choices that matter, the tool calculates and flags. That keeps the result yours and keeps it defensible.
Frequently asked questions about a pay structure
What is a job structure (functiehuis)?
A job structure is an ordered overview of all functions in your organisation, grouped into scales with salary bands that rise logically. Functions are weighed on four objective factors (knowledge and skills, effort, responsibility and working conditions), so equal work is paid equally. The example on this page shows what that looks like for an SME.
What does an example of a job structure look like?
A job structure example shows a salary ladder with several scales, the functions in each scale, the band from minimum to maximum and the median. Above is a complete example with five scales, plus the rationale per role on the four legal factors.
What is a job substantiation (functieonderbouwing)?
A job substantiation records, per function, why a salary band is correct: the band, the reasoning with market sources, the placement per step and the objective, gender-neutral criteria. That is exactly what the EU pay transparency directive requires and what you need when an employee asks for pay information.
Do I need a consultant for a job structure?
No. You build up your functions yourself and bundle them into a consistent job structure, substantiated with market sources and without needing your own pay data or an HR system. You see your own job structure in preview before you pay.
Curious what this yields for your functions?
Weigh your first function for free and see your own salary band with its substantiation right away, just like this example. No credit card, no obligation.