Not sure I follow, admittedly I'm not entirely versed in employment law well enough to know better, but what would be the protected information that precludes a family planning calculation in the salary calculator but not parental leave?
Asked a better way: if, per your Handbook employees who relocate go through a process "to stay aligned with our compensation principlea" and "understand the impact to compensation or your role at GitLab"[0], do new or expectant parents not go through a similar process?
Not associated with gitlab or employment law in any way, but employers in my country may not ask if you intend to have kids. The reasoning is that will be less likely to hire people that will be absent on parental leave, have more sick days, won't be as likely to do overtime, etc.
Oh for sure, we have those laws too and I'm definitely aware of them. I guess my question has existing employees baked in mind. An existing employee who wants to move to a higher COL environment seemingly has to go through a process that existing employees who are expecting a child don't, even though having a child dramatically changes the day to day expenses of living for a household. Or at least, that is a situation that isn't discussed in the handbook.
I could have clarified that inquiry a bit better, me thinks.
You seen to be conflating a household's actual expenses with a city's relative cost of living. Gitlab (along with my own employer and most remote-friendly companies I know of) adjust's pay based on the latter, not the former.
If I wanted to move to San Francisco I'd have to get my manager's approval, and I'd get a raise.
If I decided to have more kids, buy a bigger house, eat out more, start collecting vintage cars, etc I don't need my manager'd approval, but I won't get a raise.
You seen to be conflating a household's actual expenses with a city's relative cost of living.
I mean, I'd argue there are several things involved with having a family that have costs relative to where you live (access to schools/primary education for example), so I don't really see it as disparately.
I could imagine that this is even protected information which your employer isn’t allowed to know in some countries.