What would you recommend for companies with a flat structure, where most employees hold the same position? Should we create more job titles, or how should we ensure equal treatment?

Regardless of the company’s structure, it is important to have detailed, clear, practically applicable and effective pay systems or pay structures that set out the rules and criteria for formulating and paying all elements of remuneration. Creating more job titles does not guarantee compliance with the principle of equal treatment, because equal pay is due not only for the same work, but also for work of equal value, meaning work performed by employees with different job functions whose work has equal value for the employer.