The updated framework on pay equity strengthens transparency in the workplace and introduces more structured monitoring of gender pay differences for equal work or work of equal value.
Employees’ right to access pay information
Employees will have the right to request information regarding:
- their own individual pay level and overall remuneration
- the average pay of men and women performing the same or equivalent work
This information must be provided in a way that ensures no individual employee can be identified, safeguarding personal data and privacy.
What is included in “pay”
The concept of remuneration is broad and goes beyond basic salary. It includes:
- base salary or wages
- bonuses and performance-related pay
- all types of allowances
- overtime payments and premiums
- benefits in kind (e.g. company car, vouchers, meal cards)
- occupational pension schemes
Mandatory pay gap reporting and monitoring
Companies will be required to regularly assess and report on gender pay differences. The analysis will include:
- overall gender pay gap
- bonus pay gap
- median pay gap
- pay differences across employee categories
This obligation applies:
- annually for companies with 250 or more employees
- every three years for smaller companies falling within the relevant scope
Corrective measures in case of unjustified gaps
If a pay difference of 5% or more is identified and cannot be objectively justified, the employer will be required to:
- investigate the causes of the gap
- implement corrective measures
- adjust and rebalance the pay structure within the organisation
Eurofast Take
These new provisions aim to improve pay transparency and accountability, ensuring equal pay for equal work while requiring employers to actively identify and correct unjustified gender-based pay disparities.
At Eurofast, we support businesses in evaluating pay transparency obligations, reviewing payroll and remuneration practices, and implementing compliant reporting procedures. Our teams assist employers in navigating evolving labour and employment regulations while helping minimise operational, legal and reputational risks associated with pay equity matters.
For more inquiries contact us at [email protected].