1. Purpose
The purpose of this policy is to affirm European University of Lefke’s commitment to fair,
transparent, and equitable pay practices across all levels of the organization.
This policy ensures that employees receive equal pay for equal work, regardless of gender, age,
ethnicity, disability, or any other protected characteristic.
2. Scope
This policy applies to:
All employees of European University of Lefke, including full-time, part-time, and temporary
staff;
All global and local operations;
All stages of employment, including recruitment, promotion, compensation, and performance
review processes.
3. Policy Statement
EUL is committed to:
Ensuring pay equity between employees performing work of equal or comparable value;
Identifying, measuring, and addressing gender pay gaps and any other unjustified pay disparities;
Maintaining transparent and consistent criteria for determining pay, including qualifications,
experience, performance, and market benchmarks;
Regularly reviewing pay practices to ensure compliance with labour laws and internal equity
standards.
No employee shall receive a lower rate of pay because of gender or any other discriminatory factor.
4. Responsibilities
Human Resources Department: Conduct regular pay audits and equity analyses to identify any
disparities; develop action plans where pay gaps are identified.
Managers and Supervisors: Apply consistent pay decisions based on objective performance and
merit criteria.Finance and Leadership Teams: Ensure budgetary provisions and oversight for pay equity
adjustments.
All Employees: Promote fairness and report any concerns related to pay inequality through
confidential reporting channels.
5. Monitoring and Measurement
To uphold our commitment to pay equity, European University of Lefke will:
Perform annual gender pay gap analyses using reliable data and statistical measures;
Track trends over time and report results to senior management;
Implement corrective actions such as pay adjustments, process changes, or additional training
when disparities are found.
The university will maintain full transparency on outcomes and progress in reducing pay gaps.
6. Review and Continuous Improvement
This policy will be reviewed at least once a year or as needed to reflect changes in legislation, best
practices, or organizational structure.
Updates and progress reports will be communicated to all employees.
Effective Date: 18.12.2023
Last Revision: 20.08.2024