The paHRity method

Explain why two roles are comparable

paHRity starts with the roles people actually perform in your company and compares them against the statutory criteria. The result is a set of clear, comparable job groups you can explain to employees, management and reviewers.

How the method works

From real work to comparable job groups

The same job title does not always mean the same work. That is why we start with your data, not a generic job catalogue: job content, responsibilities and company context. We assess every role against the same statutory criteria and place it in the right job group.

The same rules for everyone Statutory criteria complexity (skills) responsibility (responsibility) demands (effort) Section 110, Czech Labour Code · Directive (EU) 2023/970 terms in brackets complexity, responsibility and demands are applied consistently paHRity interpretation framework Your input Your company how it really works structure and operations people, systems, reporting Real roles job content and responsibility not a job catalogue Comparable job groups roles with a similar profile and similar demands form one group Every classification can be traced back to the source data

  1. Your input

    Your company how it really works · structure and operations · people, systems, reporting
  2. Real roles job content and responsibility · not a job catalogue

  3. The same rules for everyone

    • complexity (skills)
    • responsibility (responsibility)
    • demands (effort)

    Section 110, Czech Labour Code · Directive (EU) 2023/970 terms in brackets

    paHRity interpretation framework
  4. Comparable job groups roles with a similar profile and similar demands form one group
  5. Every classification can be traced back to the source data
The input reflects how your company really works. The comparison rules stay consistent and are based on Section 110 of the Czech Labour Code and the EU Directive.
paHRity interpretation framework

Four questions that give every role a clear profile

We do not give a role an opaque score. We describe it across four named levels that show what makes the work demanding and how it affects the company.

seniority
How much expertise and autonomy the role requires. We assess the capability the work calls for, not years of service.
responsibility for people
Who the role is responsible for and how — as a manager, subject-matter authority or care professional.
breadth of impact
Who is affected by the work — a team, department, leadership or the whole company.
critical expertise
How demanding the expertise is and how difficult it would be to replace within the company.

Gender, age, length of service and current pay do not enter the role profile. Pay data is added only after roles have been classified, so it cannot distort the result.

What you get

Rules HR can explain and support with evidence

  • Explain every classification For every role, you can see the four named values and the source material behind them. No opaque scoring.
  • Document the whole process Trace any final job group back to the specific information in your source documents.
  • Find areas that need review See where pay does not follow your company’s own logic. You get a specific finding to investigate, not an automatic verdict.
What stays with you

Rules you can use in day-to-day HR

Together, we validate the final job groups and their criteria and incorporate them into your internal policy. You understand the rules, can keep working with them and never have to defend a supplier’s black box.

A clearly defined scope

What the method does — and what remains with you

  • It does not determine market value or benchmark your pay against the market.
  • It does not tell you what to pay anyone. It describes your internal structure; it does not prescribe it.
  • It does not produce a score you can transfer to another company, because your environment is part of the input. The job groups apply to your operating context and nowhere else.
  • It does not decide whether an identified gap is discriminatory. That is a legal assessment, and we recommend reviewing the criteria and their mapping to the law with your legal counsel.

paHRity · job classification method · Directive (EU) 2023/970 and Section 110 of the Czech Labour Code