{"id":8611,"date":"2025-02-27T09:19:49","date_gmt":"2025-02-27T09:19:49","guid":{"rendered":"https:\/\/toffolettodeluca.it\/?p=8611"},"modified":"2025-05-30T13:35:51","modified_gmt":"2025-05-30T13:35:51","slug":"pay-transparency-and-the-gender-pay-gap-how-to-prepare-for-the-new-obligations","status":"publish","type":"post","link":"https:\/\/toffolettodeluca.it\/en\/pay-transparency-and-the-gender-pay-gap-how-to-prepare-for-the-new-obligations\/","title":{"rendered":"Pay transparency and the gender pay gap. How to prepare for the new obligations."},"content":{"rendered":"\n

The approval of Directive 2023\/970<\/a>, which aims to make the principle of equal pay for men and women for equal work or work of equal value effective through pay transparency, sets a deadline of 7 June 2026<\/strong> for compliance by Member States through national transposition acts. <\/strong><\/p>\n\n\n\n

As anticipated in our previous in-depth study ‘Pay Transparency and the Gender Pay Gap. The importance of timely preparation before implementation of the Directive<\/a>\u2019, it is not possible to wait for publication in the Official Journal of the legislative decree implementing the Directive as it contains multiple obligations and requirements that will take time to put in place. These will have a huge impact on organisations\u2019 activities, with effects on both recruitment and employment relationships. <\/p>\n\n\n\n

Transparency obligations before hiring<\/h3>\n\n\n\n

The content of job advertisements will require careful attention, and recruiters will have to be trained appropriately to ensure they carry out job interviews with the same due care.<\/p>\n\n\n\n

The Directive requires that job advertisements and job titles be gender-neutral<\/strong> and that recruitment procedures be conducted in a non-discriminatory manner<\/strong> in order not to compromise the right to equal pay for equal work or work of equal value.<\/p>\n\n\n\n

Job applicants will be entitled to receive information about their initial pay<\/strong>, which must be provided, for example, in a job advert or before the job interview or in other ways that ensure transparent negotiations<\/strong>. <\/p>\n\n\n\n

It will not be possible, on the other hand, to ask applicants for information<\/strong> regarding their current or previous salaries.<\/p>\n\n\n\n

Significant action will have to be taken to verify\/integrate pay systems<\/strong>, as the Directive requires that employees have easy access to the criteria used to determine pay, pay levels and progression criteria, which must be objective and gender-neutral.<\/p>\n\n\n\n

Companies will also have to be prepared to respond to requests<\/strong> made either by workers themselves or through their representatives or an equality body, for information on individual pay levels and average pay levels, broken down by gender, of the categories of workers doing the same or equally valuable work. <\/p>\n\n\n\n

This information must be provided in writing, within a reasonable time limit and, in any case, no later than two months from the date the request was submitted. <\/p>\n\n\n\n

If the information received is inaccurate or incomplete, workers may request, either personally or through their representatives, clarification and further details regarding the data provided. <\/p>\n\n\n\n

The Directive also requires employers to inform all workers annually<\/strong> of their right to receive the above-mentioned information and how they can exercise this right. <\/p>\n\n\n\n

It will, therefore, be necessary to put in place a procedure for the exercising of workers’ right to information<\/strong> so that the timing and modalities of requests and responses are clear.<\/p>\n\n\n\n

Analysis of the gender pay gap<\/strong><\/h3>\n\n\n\n

In addition to the obligations towards workers relating to information, companies will be called upon to fulfil the reporting obligations that will be phased in from 7 June 2027<\/strong>according to the size of the company.<\/p>\n\n\n\n

Employers will have to meet the following reporting deadlines:<\/p>\n\n\n\n