Why do I earn less than someone in the same job category?

Two employees in the same job category with the same basic salary may earn different amounts. The explanation often lies in salary supplements, length of service, incentives or individual employment terms agreed with the employer.

Does being in the same job category mean earning the same salary?

Not necessarily. The basic salary is generally established by the collective bargaining agreement according to the job category or professional group. Therefore, two employees covered by the same agreement and belonging to the same job category will usually have the same minimum salary, regardless of their length of service.

However, the salary established by the collective bargaining agreement sets a minimum, not a maximum. Companies may agree on higher remuneration, and pay differences are often found in the other components that make up an employee's payslip.

Which salary supplements can explain pay differences?

Although two employees may belong to the same job category, each may have different remuneration conditions. The main reasons include:

1. Length of service. If provided for in the collective bargaining agreement, employees who have been with the company longer may receive an additional payment, while those who have recently joined may not yet be entitled to it.
2. Job-related allowances. Night work, shift work, public holidays, language skills, team management responsibilities… These do not depend solely on the job category, but also on how and when each employee works.
3. Variable remuneration. Commissions, incentives or overtime. Even with the same fixed salary, monthly earnings can vary significantly.

Earnings above the collective agreement minimum

This is often where the most significant difference lies. Although two employees may belong to the same job category, they do not always receive the same remuneration.

Many companies agree on salaries above those established by the collective bargaining agreement for reasons such as previous experience, specialist skills, difficulties in filling a position, the need to retain talent or recognition of professional experience and performance.

These amounts are usually reflected on payslips under headings such as voluntary salary increase, voluntary supplement or personal supplement, and do not necessarily have to be applied to the entire workforce.

As a result, two employees in the same job category may end up earning different salaries.

When can a pay difference be discriminatory?

When two employees in the same job category performing equivalent work receive different salaries without objective justification, or when the difference is based on discriminatory grounds, such as sex. Earning different salaries within the same job category is perfectly legal; what is not legal is having no valid reason to justify the difference.

Ultimately, earning a different salary from someone in the same job category does not necessarily mean that any rules have been broken. What matters is understanding the reasons behind these differences and ensuring that they are not based on discriminatory grounds.