Pay structure example Retail and hospitality: this is what a complete pay structure looks like
This is an example for a retail and hospitality company. One consistent salary ladder in which all functions rise logically, ready for the pay transparency directive.
Retail chain (example, ~45 employees)
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Scale
1
Hands-on customer work on the floor, lower to secondary vocational, follows house rules.
Band (gross/yr)
EUR 24,000 – EUR 30,000
median EUR 27,000
Scale
2
Runs a shift, secondary vocational, point of contact on the floor when busy.
Band (gross/yr)
EUR 28,000 – EUR 36,000
median EUR 32,000
Scale
3
Supporting management, secondary vocational 4 to higher vocational, co-owns the store.
Band (gross/yr)
EUR 33,000 – EUR 43,000
median EUR 38,000
Scale
4
End responsibility for a store, revenue and team, higher-vocational working and thinking level.
Band (gross/yr)
EUR 42,000 – EUR 54,000
median EUR 48,000
Scale
5
Responsible for several stores, higher vocational and up, leads store managers.
Band (gross/yr)
EUR 55,000 – EUR 73,000
median EUR 64,000
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.
Sales Associate
Scale 1- Knowledge and skills
- Lower to secondary vocational, product knowledge and customer skills.
- Effort
- Standing work with varying load and lots of customer contact.
- Responsibility
- Responsible for sales, checkout and a tidy store.
- Working conditions
- Works on the shop floor, including weekends and evenings.
Hospitality Crew
Scale 1- Knowledge and skills
- Lower to secondary vocational, knows service and hygiene rules.
- Effort
- Pace work during peaks, much walking and standing.
- Responsibility
- Responsible for hospitality and correct handling.
- Working conditions
- Works in hospitality, irregular hours, evenings and weekends.
Shift Leader
Scale 2- Knowledge and skills
- Secondary vocational, trade knowledge and first supervisory experience.
- Effort
- Hands-on leading under pressure, switching quickly.
- Responsibility
- Runs the shift and is the point of contact on the floor.
- Working conditions
- Works on the floor in varying shifts, evenings and weekends.
Assistant Store Manager
Scale 3- Knowledge and skills
- Secondary vocational 4 to higher vocational, knows store processes and staff.
- Effort
- Combines hands-on work with planning and steering.
- Responsibility
- Co-responsible for the store's revenue, stock and team.
- Working conditions
- Works on the floor and in the office, evenings and weekends.
Store Manager
Scale 4- Knowledge and skills
- Higher-vocational working and thinking level, commercial and leadership knowledge.
- Effort
- Leads the team and safeguards numbers under commercial pressure.
- Responsibility
- End responsibility for the store, revenue and staff.
- Working conditions
- Works on the floor and in the office, including weekends.
Regional Manager
Scale 5- Knowledge and skills
- Higher vocational and up, broad retail knowledge and remote leadership experience.
- Effort
- Travels between stores and steers several results at once.
- Responsibility
- Responsible for several stores and their managers.
- Working conditions
- Travels between stores, with office and floor visits.
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.