Legge sulla trasparenza salariale: impatto e cambiamenti futuri entro il 2026
In 2017, the Transparency in Remuneration Act was introduced in Germany with the aim of creating more clarity in salaries and helping to reduce wage differences between men and women. The act mainly applies to companies with at least 200 employees and requires employers to disclose salary information to employees in comparable positions within the same company.
The Transparency in Remuneration Act uses the median as the comparison value, not the average. This means that it focuses on the middle salary of the comparable groups, which must consist of at least six individuals, each belonging to the opposite sex and performing similar work.
One of the criticisms of the Transparency in Remuneration Act is its limited impact on the gender pay gap. Critics argue that while the act brings more transparency, it may not be enough to significantly reduce the pay gap. Another point of contention is the complex process for employees to exercise their right to information and the high bureaucratic burden for employers.
Despite these criticisms, the act has been instrumental in encouraging open discussions about salaries. Younger people, for instance, are more open about their salaries than older ones, but show less confidence in negotiating. This openness is crucial in identifying and addressing wage disparities.
Equal Pay Day, a day that reminds us how long women work in the year for free because they earn less than men, is another reminder of the need for equal pay. In Germany, the gender pay gap, the difference in earnings between women and men, is currently 15% according to an analysis of over 2.4 million salary data points.
If inequalities are discovered, procedures should be started to jointly evaluate and adjust salaries. In case of suspected wage discrimination, employers must prove that no discrimination has taken place.
The act also affects job advertisements, as salary information is becoming increasingly important for both employers and applicants. A survey by the Königsteiner Group in 2023 showed that most applicants want clear salary information in job advertisements.
The Transparency in Remuneration Act also requires employers to actively inform their employees once a year about the criteria and rules used to determine salaries. This transparency is crucial in fostering trust and fairness in the workplace.
In addition, companies with more than 500 employees are required to report regularly on pay equality under the Lohntransparenzgesetz (Transparency in Remuneration Act), including measures taken to promote equal pay for women and men. This reporting obligation aims to support enforcement of equal pay laws by making pay structures and efforts for equality more transparent.
The Transparency in Remuneration Act has also led to successful cases in the fight for equal pay. For example, the former mayor of Todtmoos was awarded over 36,500 euros in damages and 7,000 euros in compensation due to unequal pay.
In conclusion, while the Transparency in Remuneration Act has faced criticism for its limited impact and bureaucratic burden, it is a significant step towards achieving equal pay for men and women in Germany. The transparency it brings is crucial in fostering trust, fairness, and open discussions about salaries, and it serves as a reminder of the need for continued efforts to address wage disparities.
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