Binding pay transparency measures

EESC opinion: Binding pay transparency measures

Key points


  • welcomes the Commission's proposal on binding pay transparency measures, but considers that the proposal should be strengthened in various areas, such as the criteria used to determine the value of work, the coverage of some of the key transparency obligations, and the role of the social partners and collective bargaining in the implementation of the principle of equal pay.
  • considers that objective criteria to be used to determine the value of work in a gender-neutral way should be developed with the involvement of, or by, the social partners. Such criteria should include skills and characteristics of work typically performed by women, such as people-centred skills.
  • does not find a complete exemption of all employers with fewer than 250 workers justified, but considers that special rules for SMEs could be appropriate.
  • considers that measures should be taken to promote collective bargaining on equal pay and other measures aimed at closing the gender pay gap, without prejudice to the autonomy of the social partners.
  • points out that the measures contained in the proposal are only some of the steps necessary to address the structural issues underpinning the gender pay gap. A holistic will be necessary to ensure equal pay in practice.