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Strengthening the principle of equal pay between men and women through pay transparency

Employment and social affairs

Gender pay discrimination is one of the reasons why women in the EU earn on average 16% less than men. Pay transparency improves access to information on pay, which allows awareness of discrimination and facilitates enforcement of the principle of equal pay. It also enables victims to bring claims. This proposal aims to introduce binding pay transparency measures, to make pay systems more transparent, improve understanding of legal concepts and to strengthen enforcement mechanisms.

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Public consultation

ID: 12098

Lobbying Activity

35 responses

Consultation response

SMEunited aisbl, 3 Feb 2020

Closing the gender pay gap is an important challenge linked to many underlying factors. SMEunited is committed to promote the equal pay principle and to combat all forms of discrimination at the workplace. However, the gender pay gap is broader than the concept of equal pay for equal work or work…

Consultation response

Confederation of Swedish Enterprise, 31 Jan 2020

The Confederation of Swedish Enterprise are staunch advocates for greater work life equality, see reports in attached file. It is our firm conviction that achieving greater gender equality is essential for the realization of the full potential of all individuals and undertakings. Research shows…

Consultation response

Wirtschaftskammer Österreich, 30 Jan 2020

The Austrian Federal Economic Chamber (WKÖ1) is committed to the goal of reducing the gender pay gap. However, we are expressly opposed to mandatory pay reporting at European level. Austria has already introduced pay reporting for companies with more than 150 employees, which has resulted in a…

Consultation response

Zentralverband des Deutschen Handwerks e.V., 7 Jun 2021

From the point of view of employers in the German craft sector, there is no need for a directive to strengthen the application of the principle of equal pay for men and women through pay transparency and enforcement mechanisms. The proposal for a directive does not create an added value in addition…

Consultation response

Zentralverband des Deutschen Handwerks e.V., 31 Jan 2020

ZDH, the German Confederation of Skilled Crafts and Small Businesses, is one of the leading associations of the German economy. ZDH is the roof association of 53 Chambers of Crafts, 49 craft trade associations and other institutions of the craft sector in Germany. ZDH represents the interests of 1…

Consultation response

Bundesvereinigung der Deutschen Arbeitgeberverbände e.V., 30 Jan 2020

BDA is the leading organisation dealing with social policy on behalf of the entire German private sector. It represents the interests of small, medium-sized and large companies in all sectors and all issues linked to social policy and collective negotiations, labour legislation, labour market…

Consultation response

HOTREC, Hotels, Restaurants & Cafés in Europe, 22 Jan 2020

HOTREC is the umbrella Association of hotels, restaurants, bars and cafés in Europe, which brings together 45 national associations in 33 European countries. Please find in the document enclosed HOTREC's contribution to the Commission roadmap on the inception Impact Assessment on "Strengthening the…

Consultation response

CONFCOMMERCIO - IMPRESE PER L'ITALIA, 3 Feb 2020

Please find the feedback attached

Consultation response

Fagbevægelsens Hovedorganisation, 27 Jul 2021

The Danish Trade Union Confederation works at national and European level for reducing the gender-based pay gap by enforcing the principle of equal pay and the concept of “work of equal value”. Equal pay is a fundamental right, which should be promoted and guaranteed. The Danish labour market is…

Consultation response

Fagbevægelsens Hovedorganisation, 31 Jan 2020

FH – Danish Trade Union Confederation strongly support the aim to strengthen the principle of equal pay between men and women. The struggle for equal pay is a high priority to our unions/member organizations and their members and is constantly at our aim. The Danish gender pay gap is approx. 15…

Consultation response

Confédération des Petites et Moyennes Entreprises, 9 Jun 2021

La CPME, Confédération des petites et moyennes entreprises, défend les intérêts des TPE-PME françaises, tous secteurs confondus : industrie, services, commerce, artisanat, professions libérales ainsi que l’économie sociale et solidaire. Partenaire social, la Confédération les représente tant dans…

Consultation response

Confédération des Petites et Moyennes Entreprises, 3 Feb 2020

Retrouvez la note de position de la CPME sur les mesures contraignantes en matière de transparence des rémunérations au sein du fichier joint.

Ceemet warns that pay transparency laws increase red tape

Council of European Employers of the Metal, Engineering and Technology-based Industries, 3 Feb 2020

Ceemet opposes new legislation, arguing that existing laws already prohibit pay discrimination. They recommend that the EU focuses on improving childcare infrastructure instead of transparency.
Avoiding these rules would prevent new costs and maintain control over pay scales.
Staff relations could be damaged by friction resulting from salary disclosures.

Consultation response

Confederation of Danish Employers, 3 Feb 2020

The Confederation of Danish Employers shares the view of the European Commission that there is a case for addressing equal pay issues at the European level. Pay transparency can be a useful tool if it is used wisely. (1) Current EU law is clear The Commission states that it is necessary to…

Consultation response

MOL Hungarian Oil and Gas Company, 31 Jan 2020

MOL Group supports the initiative of strengthening the principle of equal pay between men and women. Gender being one of the four strategic pillars of MOL Group’s Diversity&Inclusion strategy together with age, wellbeing and changed working capacity. Having clear commitments and KPIs in the…

Consultation response

EUROCADRES - THE COUNCIL OF EUROPEAN PROFESSIONAL AND MANAGERIAL STAFF, 12 May 2021

Eurocadres welcomes the content of the pay transparency directive, which will increase access to information and tools to promote equal pay. Some reinforcements are still needed to close the gender pay gap. The principle of equal pay for work of equal value states that European Union member states…

Consultation response

The Swedish Trade Union Confederation, 28 Apr 2021

Såvitt avser förslaget till direktiv om åtgärder för transparens vid lönesättning är LO positiva till att verktygen att identifiera och åtgärda lönediskriminering stärks. Den omfattande svenska praxis som finns gällande likalönedirektivet, likabehandlingsdirektivet med flera har inte gett…

Consultation response

Bundesarbeitskammer Österreich, 31 Jan 2020

Die Bundesarbeitskammer dankt für die Gelegenheit, zu dem wichtigen Thema Einkommenstransparenz Feedback geben zu dürfen. Wir sehen in der Gleichstellung der Geschlechter ein wesentliches Element einer sozial gerechten Gesellschaft. Dabei muss insbesondere auch die ungleiche Bezahlung von…

Consultation response

Hospodářská komora České republiky, 6 Oct 2021

Návrh směrnice, který je součástí Evropského pilíře sociálních práv, vnímáme jako snahu o efektivní realizaci práva na rovné zacházení, konkrétně v oblasti odměňování. Tuto snahu obecně podporujeme. Návrh však přichází v době, kdy je třeba do českého právního řádu implementovat řadu již platných…

Consultation response

Federation of Catholic Family Associations in Europe, 5 Oct 2021

The Federation of Catholic Family Associations in Europe welcomes the Commission’s proposal for a directive to “strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms”. FAFCE strongly…

Consultation response

European Chemical Employers Group, 31 Jan 2020

The European Chemical Employers Group (hereafter: ECEG) is the European Social Partner, representing interests of the employers from the chemicals, pharmaceuticals, rubber and plastics industries. As a Brussels-based social affairs organisation it is a consultative body for the European Commission,…

Consultation response

CEC European Managers - Confédération Européenne des Cadres, 3 Feb 2020

For CEC European Managers, the European social partner organization representing the European managerial workforce, gender equality is fundamental. Improving the presence of women in the labor force, and especially in decision-making positions, is a priority that CEC has been focusing upon for many…

Consultation response

Make Mothers Matter EU Delegation, 2 Feb 2020

Pay transparency is a tool against the gender pay gap, but it is not the final aim and it does not solve the internal causes of the gap. In fact, the underlying cause of the gender pay gap arises from the unequal distribution of unpaid care work. The wage gap between men and women cannot be…

Consultation response

Julkisten ja hyvinvointialojen liitto JHL ry, 1 Jul 2021

Julkisten ja hyvinvointialojen liitto JHL on Suomen kolmanneksi suurin ammattiliitto. Liiton lähes 200 000 jäsentä työskentelevät kunnissa, valtiolla, seurakunnissa ja yksityisissä hyvinvointipalveluissa. JHL kannattaa palkka-avoimuutta ja pitää palkka-avoimuuden lisäämistä EU-tason…

Consultation response

Julkisten ja hyvinvointialojen liitto JHL ry, 24 Jan 2020

Julkisten ja hyvinvointialojen liitto JHL ry:n näkemys palkka-avoimuusdirektiivin tarpeellisuudesta JHL ry pitää aloitetta erittäin tärkeänä. Naisten ja miesten palkkaerojen kaventamiseksi on ryhdyttävä pikaisesti tehokkaisiin toimenpiteisiin. Palkkatietämyksellä on tärkeä rooli niin…

Consultation response

Tjänstemännens centralorganisation, 2 Jul 2021

The initial position of TCO on the European Commission proposal for a pay transparency directive General remarks • It is of crucial importance that a directive on pay transparency and strengthened enforcement mechanisms is designed in a well-balanced and proportionate way. The directive should…

Consultation response

Tjänstemännens centralorganisation, 3 Feb 2020

Transparens är en avgörande förutsättning för att motverka osakliga löneskillnader och diskriminering. Ur ett svenskt perspektiv finns i nuläget inte något behov av ytterligare reglering på Europanivå. Eventuellt fortsatta diskussioner måste ha som utgångspunkt att eventuella initiativ måste…

Consultation response

Local Government Denmark, 3 Feb 2020

KL er en arbejdsgiverorganisation som repræsenterer samtlige 98 kommuner i Danmark. De 98 danske kommuner har givet KL ret til at forhandle bindende aftaler om løn samt ansættelsesvilkår for samtlige ansatte i den kommunale sektor. KL forhandler overenskomst for ca. 500.000 medarbejder med en årlig…

Consultation response

The European Women Lawyers Association, 6 Oct 2021

Dear Sir/Madam, EWLA welcomes the European Commission's Proposal. For our detailed comment, please, see the attached statement of today. Regarding our size we have indicated our membership (not employees) as we are an umbrella organisation of women lawyers and women lawyers associations…

Consultation response

European Policy Information Center, 11 Aug 2021

Pay gap data is hard to calculate and hazardous to interpret. Different versions of the pay gap (between full-time workers, part-time workers, mean, median) will result in different answers and trends. The pay gap does not result from men and women doing the same job and being paid unequally. In…

Consultation response

Swedish Association of Local Authorities and Regions, 3 Feb 2020

Strengthening the principle of equal pay between men and women through pay transparency The Swedish Association of Local Authorities and Regions (SALAR) is an employers' organisation and an organisation that represents and advocates for local government in Sweden. All of Sweden's municipalities…

Consultation response

FEMINA EUROPA, 6 Oct 2021

Femina Europa se félicite de l’action engagée par la Commission Européenne dans sa proposition de directive qui vise à « renforcer l'application du principe d'un salaire égal pour un travail égal ou de valeur égale entre les hommes et les femmes grâce à la transparence des salaires et des…

Consultation response

DFK - Verband für Fach- und Führungskräfte, 6 Oct 2021

Der DFK – Verband für Fach- und Führungskräfte bewertet den Richtlinienvorschlag der EU-Kommission zur Lohntransparenz überwiegend positiv. Endlich gibt es eine aussichtsreiche Initiative, um den Gender Pay Gap zu schließen. Der Vorschlag enthält wichtige Elemente, die dem deutschen wenig bis gar…

Consultation response

Eumedion, 5 Oct 2021

Eumedion supports the proposal that requires companies with at least 250 workers to publish information on the gender pay gap. This follows from Eumedion’s statement with respect to the European Commission's proposal for a directive on pay transparency. In the proposed directive rules are…

Consultation response

Biltrafikens Arbetsgivareförbund, 3 Jun 2021

Transportföretagen ser med oro på utvecklingen där Kommissionen lägger allt fler detaljreglerade lagstiftningsförslag på arbetsrättens område. Förslagen innebär en stor administrativ börda på företagen och strider mot subsidiaritets- och proportionalitetsprinciperna. Det är en självklarhet att…