Recruitment: Companies will be banned from asking candidates about their pay history. On the other hand, companies will be required to provide information about the initial pay level or its range in the job vacancy to foster informed and transparent negotiation on pay.
Reporting: Companies with at least 100 employees will have to publish and submit information on the gender pay gap in their organisation. Companies with at least 250 employees will have to report annually; companies with 150-249 employees will have to report every three years; and companies with 100-149 employees will have to report every three years starting five years after the transposition of the directive into national legislation.
Pay assessment: If the reporting on pay exposes a gender pay gap of at least 5 percent and when this gender pay gap cannot be justified with objective gender-neutral factors, companies will have to carry out an assessment together with employees’ representatives in order to remedy the gender pay gaps that cannot be reasonably justified.
Right of employees to information from employers: Employees will be able to request information from their employers on their individual pay level and on the average pay levels broken down by gender for categories of employees doing the same work or work of equal value. This right applies irrespective of the size of the company. Companies will have to annually inform employees about this right to information.
Pay and career progression: Companies will have to make information on the objective and gender-neutral criteria used to define pay and career progression easily accessible.