How do employees perceive their salary?

Every other employee in the Baltics and Central Europe considers their income to be inadequate with regard to job position. The highest rate of salary dissatisfaction was expressed by employees in Slovenia and Lithuania, where six out of ten employees consider their salary to be inadequate. The lowest rate of salary dissatisfaction was by employees in Finland, where only four out of ten employees feel underpaid. This is the result of the current international Paylab survey.

Low -income groups are not the only ones dissatisfied. The survey showed that even people earning above the national average consider their salary inadequate. Overall, wage dissatisfaction concerns 41% of employees whose earnings exceed the national average.

In contrast, only a fifth of employees in the Baltics and a quarter in Central Europe are confident they receive adequate pay for their work. Employees in Finland had the highest rate of salary satisfaction, where every other employee considers their income adequate. Three out of ten employees rate their salary as adequate in Slovakia, Estonia, the Czech Republic, and Serbia.

Only a minimum of employees (less than 1% of respondents) think they are overpaid.

Employees who feel underpaid are much more likely to look for a new, better-paid job as the most viable/acceptable way to increase their income. Read more about the most preferred strategy for employees seeking to increase income.

The Paylab survey was based on real salary data provided by the users of our salary portals who wanted to compare their pay in a given job position.

These findings are the result of the international Salary Satisfaction and Preferences Survey, which was conducted in November and December 2017 on a sample of 34,065 respondents with real salary in 10 European countries. The survey is part of the Paylab Compensation Monitor, which regularly monitors remuneration and labour market trends.

Satisfaction with Salary

About the survey

An international Salary Satisfaction and Preferences Survey was conducted in 10 countries across Europe on a total sample of 34,065 respondents with real salary. It is part of the Paylab Compensation Monitor, which regularly monitors trends in employee preferences and remuneration in Europe. Data collection was conducted in November and December 2017 through localised salary portals: the Czech Republic - (5778 respondents), Slovakia - (6462 respondents), Hungary - (3528 respondents), Slovenia - (2629 respondents), Croatia - (3172 respondents), Serbia - (735 respondents), Estonia - (1268 respondents), Lithuania - (2371 respondents), Latvia - (1433 respondents), Finland - (6689 respondents).

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News reporting

Gender Gap: Only 6% of working women ranked among the best paid employees

Salary differences between men and women are a persistent global issue referred to as the “Gender Gap”. Almost everywhere in the world, the average salary of men is higher than that of women. This is, to a large extent, caused by the fact that women generally work in professions with lower financial compensation. The distribution of women across the individual salary brackets is significantly different than men. While a significantly higher percentage of women perform work falling within the lowest income group, at the same time, compared to women a higher percentage of working men perform work for which they receive the highest salary in the market. This is, to a large extent, related to the fact that only a few women work in top management positions. These are some of the findings of the analysis performed by the international salary portal

Czech trade sector: earnings in Prague are up to 43% higher than in the regions

Salaries for employees in the trade sector (wholesale and retail) are considerably imbalanced in the Czech Republic - significant differences are primarily between the capital and the rest of the country. An examination of statistical salary differences by regions reveals that total salaries for trade employees in Prague are up to 43% higher than in other regions, which equates to around CZK 9,833 more for employees in Prague.

A higher salary continues to be the most important driver for changing jobs

The most important criteria for employees when choosing a new job is clearly a better salary compared to what they currently earn. More money and financial benefits are the deciding factors for 63 per cent of employees when choosing between different jobs. A higher salary is the key criterion in up to three quarters of all cases involving those feeling underpaid. An attractive job description is the second most important factor considered when making a career change decision. More engaging work is a strong motivating factor for change for those who are satisfied with their current salary. This is associated with the third strongest criterion, an inspiring and stimulating environment, where an employee can make the most of their knowledge and skills.