15 November is European Equal Pay Day. To mark the occasion, we take a look at the EU's Pay Transparency Directive, passed earlier this year. What will it mean for businesses? And what.
From a human resources (HR) perspective, the workplace is full of landmines. From combatting sexual harassment allegations to providing reasonable accommodations for people with.
The Commission adopted two proposals Wednesday to strengthen equality bodies, specifically their independence, resources and powers, so that they can combat discrimination in Europe more effectively.
Policy implications Research shows that performance-related pay is becoming increasingly prevalent across the EU and that it contributes to pay inequalities between men and women.
Kalina Arabadjieva
Women are still paid 14.1 per cent less than men per hour on average across the European Union, despite decades of efforts to promote equal pay. The gender pay gap has narrowed very little over the last decade, pointing to the need for further action.
The political guidelines advanced by the president of the European Commission, Ursula von der Leyen, associated with her election in July 2019, and the EU Gender Equality Strategy 2020-2025 pledged to propose binding pay-transparency measures during 2020, aimed at strengthening the principle of equal pay for women and men. These would seek to ensure that information on pay levels within enterprises was available when necessary for workers typically women to prove pay discrimination.