Among labour law topics, the gender pay gap has been at the top of the ranking for several months as a result of the adoption of the Directive of the European Parliament and of the Council (EU) of 10 May 2023, which strengthens the application of the principle of equal pay for men and women for equal work or work of equal value through pay transparency and enforcement mechanisms.
In the framework of Ius Laboris, together with other members, we have prepared a brief mapping of the state of transposition of the Directive. The result (valid as of January 2025) can be found here.
In cycling jargon, Sweden and Poland are at the “head of the peloton” of preparations, we are (like Peter Sagan used to be) in the middle of it. In the imaginary “gruppetto” is, for example, Italy or Spain. However, there may be a quick change here, as these countries already have partial regulation in this area and are currently assessing whether it will be necessary for them to transpose the Directive at all.
The current situation in our country is such that the transposition working group met at its inaugural meeting and has begun its work. We cannot even estimate the first legislative proposal and its possible adoption for the time being.
Regarding employers' preparatory work, it is recommended to set it up independently of legislative work, specifically for employers with more than 250 employees. It will almost certainly take you more time to collect data within the organisation, identify the gender pay gap, review internal regulations and career progression policies, and most importantly, identify the reasons for the gender pay gap at each level.
If you need any help with the above, please do not hesitate to contact us, we are following the topic and can certainly guide and assist you in your preparations.