Transparent pay structure
Consistent and justifiable salary ranges must be defined for every position and made available before a job advertisement is published. Employees have the right to receive information on the average pay of employees performing the same (or work of equal value), broken down by gender.
Ban on pay secrecy
The possibility of requiring employees to keep their pay confidential is abolished. Employers may no longer prohibit employees from disclosing or discussing their pay.
Pay reporting obligations
In addition to monthly salary, reports must include all supplementary remuneration (such as bonuses), the proportion of male and female employees, and a quantified presentation of pay differences. If the gender pay gap exceeds the 5% threshold for employees performing the same work or work of equal value, employers must justify the difference and take corrective action where necessary.
Objective pay decisions
For new hires, pay decisions must be based solely on objective and verifiable criteria, such as experience, performance and level of responsibility. Employers are not permitted to ask candidates about their previous salary during the recruitment process.
Ongoing Internal Communication
Creating an organisational culture that supports transparency through continuous communication and information sharing.
