New EU rules for pay transparency
The ๐๐ฎ๐ซ๐จ๐ฉ๐๐๐ง ๐๐๐ซ๐ฅ๐ข๐๐ฆ๐๐ง๐ญ ๐ก๐๐ฌ ๐๐ฉ๐ฉ๐ซ๐จ๐ฏ๐๐ ๐ญ๐ก๐ "๐๐ ๐๐๐ฒ ๐๐ซ๐๐ง๐ฌ๐ฉ๐๐ซ๐๐ง๐๐ฒ ๐๐ข๐ซ๐๐๐ญ๐ข๐ฏ๐," ๐ฐ๐ก๐ข๐๐ก ๐๐ข๐ฆ๐ฌ ๐ญ๐จ ๐๐ฅ๐จ๐ฌ๐ ๐ญ๐ก๐ ๐ ๐๐ง๐๐๐ซ ๐ฉ๐๐ฒ ๐ ๐๐ฉ by giving employees access to information about their salaries and the necessary tools to claim their right to equal pay. ๐๐ก๐๐ญ ๐๐ก๐๐ง๐ ๐๐ฌ? ๐ข Employers must know about the initial wage level or pay scale in the job announcement or before the interview. Employers cannot ask future employees about their pay history. ๐ข Employees have the right to request information about their individual salary level and the average salary level, broken down by gender, for categories of employees doing the same work or work of equal value. This right applies to all employees irrespective of company size. ๐ข Obligation to report annually on the gender pay gap for companies with more than 250 employees. Companies with more than 100 employees should report every three years. ๐ข A joint pay gap assessment must be conducted with employee representatives if the gender pay gap exceeds 5%. Companies have three years to comply, and non-compliance can result in fines and compensation for employees who have been victims of gender pay discrimination. ๐๐จ๐ฎ๐ซ๐๐:ย https://lnkd.in/gzUpvQFW