Framework for the compensation policy for these companies in the Voys group: Voys, Voys One, Devhouse Spindle
Looking back at 2025:
In 2025, the Framework for compensation was updated to make it fairer and to put the focus on work years rather than calendar years.
Key changes included:
- New colleagues: the start date determines when the first paygrade step is applied.
- Reclassifications: the effective date of a reclassification determines the step.
- Long unpaid leave: steps are postponed by full months for leave lasting two months or more.
These changes ensure that every colleague has the same opportunity to contribute before receiving a step, making the system fairer.
Note: Colleagues who joined before January 1, 2025, remain under the old system unless a reclassification occurs after that date.
For a full explanation of the change, including all exceptions and examples, see this page:
1. Pay grades
Pay grade
The Salary House roles determine the pay grades each year, influenced by the socio-economic status of the company and market influences.
Yearly raise
The annual raise of salaries is limited to a maximum of one step in the pay grade corresponding to the Value System (formerly knows as Voys Value) profile that the colleague is currently placed in. The intention of the step is that you contribute mainly to the company and that this is a reward for that.
For frozen salaries, or when the end of the pay grade is reached and there is no change in profile (with a different pay grade), the salary will be corrected for purchasing power annually. The amount of this correction for 2026 is determined at 4%, by the Financial Health Group, with input and assistance from Dr. Salary House and Dr. Salary house Assistant.
Exceptions
There are some exceptions to the default annual raise:
- When there has been unpaid leave from work for two months or longer throughout the entire calendar year, in addition to your regular holiday leave and purchased holiday leave. In that case, the default raise is not applied. Then the date shifts in whole months (as long as the unpaid leave has lasted).
- The case of poor performance, when this is known by colleagues and agreements to improve have been made, this postpones the possibility of qualifying for a step by 1 working year.
Example: a colleague starts employment on March 1, 2025 and takes unpaid leave from December 1, 2025 to February 16, 2026. Normally this colleague would receive a step aside on March 1, 2026, but in the new situation this will be July 1, 2026.
Good to mention: Absence due to illness or pregnancy is not included in this.
For our company the threshold to be financially healthy is an EBIT of 10%. That facilitates future growth and continuity. Please be aware that a lower ebit may impact decisions about our salary model.
2. (Re) assessment of level/profile
When a colleague meets the requirements of a profile other than the one they currently have, the colleague is eligible for a change in the Voys Value/Spindle Salary System model profile. It is advised that the value advisor maintains a distributed process to evaluate the request for change.
Salary growth because of a reassessment
Level change: When a colleague has been plotted into another level (junior to medior, etc.), the new step will match the colleague’s current salary as closely as possible with a minimum of 2%. We see this as normal, expected step in a career.
Pathway change: When a colleague has been plotted into another pathway (organizer to expert, etc.), the new step will match the colleague’s current salary as closely as possible with a minimum of 4%. This is a special move that comes with different work and new expectations.
When a reclassification of a colleague results in a change in placement in the model but where there is no change in pay scale, the valuation remains the same. For example going from Core Organizer to Junior Expert. Because it’s a pathway change and different work for that matter, the salary will change to a new step, closest to the current salary but with a minimum difference of 2%.
3. New colleagues
New colleagues get a provisional position in the Value System. With the first contract extension, it is advised to follow the distributed assessment process to come to confirm (or change) the profile.
4. Current pay grades 2026
Pay grades
The new pay grade for 2026 will be communicated at the beginning of January 2026.
5. Transparency
It is advised to communicate the current position of colleagues in the model and the corresponding pay grades, but not each individual salary.