The 𝐄𝐮𝐫𝐨𝐩𝐞𝐚𝐧 𝐏𝐚𝐫𝐥𝐢𝐚𝐦𝐞𝐧𝐭 𝐡𝐚𝐬 𝐚𝐩𝐩𝐫𝐨𝐯𝐞𝐝 𝐭𝐡𝐞 "𝐄𝐔 𝐏𝐚𝐲 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐃𝐢𝐫𝐞𝐜𝐭𝐢𝐯𝐞," 𝐰𝐡𝐢𝐜𝐡 𝐚𝐢𝐦𝐬 𝐭𝐨 𝐜𝐥𝐨𝐬𝐞 𝐭𝐡𝐞 𝐠𝐞𝐧𝐝𝐞𝐫 𝐩𝐚𝐲 𝐠𝐚𝐩 by giving employees access to information about their salaries and the necessary tools to claim their right to equal pay. 𝐖𝐡𝐚𝐭 𝐜𝐡𝐚𝐧𝐠𝐞𝐬? 🟢 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. 🟢 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. 🟢 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. 🟢 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. 𝐒𝐨𝐮𝐫𝐜𝐞: https://lnkd.in/gzUpvQFW

Cross-border behaviour has been a hot topic lately. What exactly should be understood as transgressive behaviour remains a difficult question. Where exactly does that boundary lie? Is `you look good today` a sincere compliment or is there a different meaning? There is no clear-cut definition for the concept, also - or perhaps precisely - because subjective elements seem to be involved alongside objective factors. So, what is a compliment for one person, can cause a very unpleasant feeling for another. Smelt wants to draw extra attention to the payrollers, employees on secondment and independent interim professionals. To what extent do they feel safe to discuss transgressive behaviour and their experiences? Because this group is extra vulnerable since there is no permanent employment, it is essential to make this subject open for discussion and remove any uncertainty about it. As of today, a new protocol has entered the Smelt workforce and we have also thoroughly reviewed the processes. Our confidants Iris Calmes (The Netherlands) and Ellen Meeusen (Belgium) raise the topic "I feel safe as a flexible worker with the client" in all interim evaluations. If you have experiences that you would like to share with us, or advice that we could benefit from, please do not hesitate to share them with us and contact our colleague Iris Calmes. Do you want to read more about the topic of cross-border behaviour in the workplace and how to prevent it: Grensoverschrijdend gedrag op de werkvloer - Slachtofferhulp Nederland