MEPs want all businesses by at least 50 employees disclose information on the remuneration of their employees.
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“We have no time to lose,” welcomed the Samira Rafaela member. While wage differences between women and men resorb themselves hardly in France and in neighboring countries, the European Parliament decided to accelerate the rate , voting on April 5 in favor of the transparency of remuneration.
In practice, companies with more than 50 employees would be required to disclose information to compare more easily the levels of remuneration between employees. And, from 2.5% wage gap between men and women, employers should set up an action plan.
Highly anticipated, this vote takes back the Proposal for a directive of the European Commission aimed at reducing the remuneration gap between men and women, but taking a step further. The European Executive only targeted companies of 250 employees or more.
“A strong margin of appreciation”
“These proposals give guidance, but leave a strong margin of appreciation,” Temperer M e Karima Said, lawyer specializing in labor law. In detail, the Commission’s text provides that a communication be made annually by companies on pay levels by category of employees and by sex, without the question of disclosing individual wages. The text does not define the content of the “action plan” nor. As for the sanctions to be put in place, in case of proven discrimination, they are widely left to the assessment of the States.
In the opinion of the lawyer, these proposals, however, represent one more step against the French law and the index of professional equality put in place in 2018, easily malleable in his eyes: “the text of the Directive at least the merit of precisely identifying barriers to pay equality. It is a roadmap that is drawn for the future. “Following the vote of the European Parliament, the proposals must still be negotiated with The twenty-seven members of the European Union to be transcribed in national rights.
Despite its inaccuracies, the draft directive would provide victims and trade union organizations with an additional lever to identify wage discrimination. “The text provides that the employer automatically communicates this information every year, without the demand based on the shoulders of employees,” welcomes M e Karima Said.
serve of pressure means
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