(Finance) – The European Parliament definitively approved – 427 votes in favor, 79 against and 76 abstentions – the new legislation that will require EU companies to disclose information that facilitates the comparison of salaries of the employees and exposing existing gender pay gaps. The new rules aim to tackle the gender pay gap, the so-called gender pay gap. These dictate that pay structures are based on neutral criteria gender, both in the private and public sectors. In addition, gender-neutral job evaluation or classification systems should be introduced, as should vacancy notices and job naming. job positions. Finally, i hiring processes shall be conducted in a non-discriminatory manner.
In case the mandatory declaration on the wages of a company or public administration shows a gap of at least 5%, employers will have to carry out a assessment payroll in cooperation with their employees’ representatives. EU countries will also have to introduce sanctions effective, proportionate and dissuasive, for example fines, for employers who fail to comply with the rules. A male or female worker who has suffered damage as a result of a violation of the rules will have the right to request compensation. For the first time, they have been included in the scope of the new rules intersectional discrimination hey rights of non-binary people.
The salary secrecy it will be forbidden. In fact, the rules establish that workers and their representatives have the right to receive clear and exhaustive information on individual and average wage levels, broken down by gender. They shouldn’t be there contractual clause that prevent workers from divulging information on their remuneration or from requesting information regarding it or the remuneration of other categories of workers.
Finally, as regards matters relating to the salary, the burden of proof will pass from the employee to the employer. If an employee believes that the principle of equal pay has not been applied and takes the case to court, national legislation will have to oblige the employer to prove that there has been no discrimination.
The Council will now have to formally approve the agreement before the text is launched and published in the Official Journal of the European Union. The new rules will come into force twenty days after their publication.