What is equal pay for equal work?
The principle of equal pay for equal work means that employees performing the same job must not receive different pay based on gender. This principle is one of the fundamental requirements of non-discriminatory employment and is also established in the legal framework of the European Union.
The essence of the principle is that if two employees perform the same tasks, with the same level of responsibility and under the same job requirements, their pay must not differ solely because they are of different genders.
What does this mean in practice?
The principle of equal pay for equal work does not mean that all employees in the same position earn the same amount. Differences in pay are permitted if they are justified by objective and documentable factors.
Such factors may include, for example:
- professional experience
- performance
- specialised expertise
- level of responsibility
- managerial duties
The key point is that pay differences must arise from professional or organisational factors, not from discriminatory reasons.
Why is this principle important?
The principle of equal pay for equal work is one of the cornerstones of pay transparency. It helps ensure that compensation systems are:
- fair
- based on transparent logic
- reducing the risk of discrimination
For organisations, this means that compensation systems must be based on objective criteria, and that they must be able to explain the reasons behind pay differences if required.
Official definition
According to the principle of equal pay for equal work, employees performing the same job must not receive different pay based on gender, and all pay differences must be based on objective, justifiable factors.
Frequently asked questions
What does the principle of equal pay for equal work mean?
The principle means that employees performing the same job must not receive different pay based on gender.
Can employees in the same role receive different salaries?
Yes, if the difference is justified by objective factors such as experience, performance or specialised expertise.
Why is this principle important for companies?
It helps ensure non-discriminatory employment and reduces legal risks.
How can compliance with the principle be verified?
Organisations can assess pay differences using salary bands, job structures and objective compensation criteria.
Related Services
Human capital services
A well-functioning HR strategy for business success.
Pay Transparency and HR Transformation
Data-driven pay analysis, job evaluation, pay bands and HR process transformation.
Payroll
Outsourcing your payroll relieves your company of the burden of this area, so you can focus on your core business.
HR Technology and Digital Transformation
Digital transformation is not the future – it is already essential for competitiveness.
