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The legislation is likely one of the a number of measures to scale back the pay hole between women and men and may begin being carried out by 2026 on the newest.
In keeping with 2023 statistics from the Mediation Institute, the pay hole between women and men is now 10 per cent. Taking into account the variations in profession selection, age, training and agreed working hours, there stays a questionable wage hole of 4,8 per cent.
European authorities argue that one of many causes for the hole is the dearth of transparency. Underneath the brand new directive, it’s going to grow to be forbidden for an employer to ask what one’s present wage is when making use of for a brand new job. The employer will even have to tell in regards to the beginning wage earlier than negotiation.
“The purpose is to have as even and good a negotiating place as potential by getting access to extra info. One of many novelties within the legislation is that the worker will get the appropriate to pay info by means of the employer no matter whether or not they’re within the union or not,” mentioned Erik Adell Hellström, Swedish Chancellor on the Ministry of Labour and Employment.
At this time, all corporations with greater than 10 staff already want to hold out a wage survey to make sure there isn’t a gender hole. However with the brand new legislation, corporations with greater than 100 staff must report this survey to a supervisory authority, which is proposed to be the Discrimination Ombudsman.
“Components of the wage chart will then be made public. Pay discrimination is already prohibited right this moment. The aim of the modifications is to make it simpler to detect unfair wages by letting staff know what these with equal duties within the office earn on common,” said Hellström.
