The job family pay structure is similar to broadbanding and, with that, will be used by the businesses operating in the same industries. The primary difference is that, instead of one scale that encompasses the entirety of the company, the classification relates to each department. Much of the reason why many companies are moving away from broadbanding is that this structure does not perfectly recognise the differing level of responsibilities between departments, even if two roles are graded to the same or similar level.
The main downside of utilising job families is that unlike with broadbanding, employees cannot as easily move between departments in the business. This, in effect, creates an occupational chimney where some occupations are considered more valuable than others, potentially causing friction between departments if not managed and implemented correctly.