Women and men are entitled to equal pay for the same work. For this reason, job classification systems for the purposes of determining pay must adopt common criteria for men and women and be designed to rule out discrimination.
If your employer pays you less favourably than a worker of the opposite sex in a similar situation, you are a victim of direct discrimination, which you can assert in the manner described in the previous paragraph (see ‘Available remedies’).
If you take legal action to establish wage discrimination, you can prove it by producing wage statistics.
To ensure compliance with the principle of gender equality at work, public and private companies employing more than 100 employees are required to draw up a report, at least every two years on the situation of male and female employees regarding actual wage conditions, among other things.
Should companies fail to send the report within the required time limits, the local employment inspection services – acting on a notification received from the Equality Councillor or the company trade union representatives – call on the companies to do so within 60 days. In the event of non-compliance, the services fine the companies and suspend any contribution allowances granted to the company in the most serious cases.
Relevant legislation