What the directive obliges employers to do.
Equal pay for equal work or work of equal value. When a worker asks, you show criteria, not opinions.
- Article 4Criteria for the value of work
Work of equal value is assessed by skills, effort, responsibility and working conditions. The criteria are agreed with workers' representatives, where they exist.
Paryty: scores every job on 18 criteria from these four groups.
- Article 5Pay in the job advert
Candidates learn the starting pay or its range, for example in the job advert. You may not ask about their previous pay.
Paryty: the job's pay grade is the basis for the range you publish.
- Article 6Criteria workers can read
Workers have easy access to the criteria for pay, pay levels and progression.
Paryty: exports the methodology as a policy you publish to employees.
- Article 7An answer within two months
A worker may request their own pay and the average pay levels by sex for work of equal value. They must receive an answer within two months, and you inform them of this right every year.
Paryty: the categories of work of equal value are already defined, so every answer has a basis.
- Article 9Pay gap report
Depending on the number of workers:
250 or more every year from 2027 150–249 every 3 years from 2027 100–149 every 3 years from 2031 Paryty: a report by categories of workers requires a classification of work of equal value, and Paryty prepares it.
- Article 10Joint pay assessment
If the difference between women and men in any category is 5% or more and you do not justify or remove it within six months, a joint pay assessment with workers' representatives follows.
Paryty: every boundary between grades is justified by the content of the work, so you can justify a difference with criteria.
- Article 16Compensation with no upper limit
The worker is entitled to back pay with bonuses, lost opportunities, non-material damage and interest. There is no upper limit.
Paryty: a classification you can defend before a claim arrives.
- Article 18The burden of proof is yours
Once a worker establishes the facts, the employer must prove there was no discrimination. An employer that has not complied with Articles 5, 6, 7, 9 and 10 must prove this in every case.
Paryty: the policy and the boundary justifications are the evidence you submit.