How to close the gender pay gap in the European Union?
Although gender equality is one of the EU’s founding principles and the principle of equal pay for equal work was introduced over 60 years ago, women in the EU still earn on average 13% less per hour than men. The European Parliament wants to change this.
The issue of equal pay is regulated by an EU directive, but Parliament has repeatedly called for it to be amended and for further action to be taken.
In March 2023, Parliament adopted these new binding pay transparency measures to make it easier for workers to compare pay and reveal existing pay gaps between women and men. If pay reports show a gender pay gap of 5% or more, employers will have to carry out a joint pay assessment in cooperation with employee representatives. EU countries will be obliged to impose penalties, such as fines, on employers who violate the regulations. Job advertisements and job titles will have to be gender neutral.
In 2019, Parliament adopted the Work-Life Balance Directive, introducing new rules on paternity and parental leave at EU level to increase women’s employment rates, create incentives for fathers to take family leave and support gender equality and equal opportunities .
In the resolution on the EU Gender Equality Strategy adopted in January 2021, MEPs called on the European Commission to develop an ambitious new action plan to reduce the gender pay gap, which should set clear targets for Member States in this regard over the next five years. years.
In the resolution, MEPs called on the European Commission to annually review the state of implementation of this directive. They call on EU countries to take action beyond the directive, such as supporting flexible working time arrangements.
Parliament advocates ending the traditional gendering of professions and activities and adopting specific measures to make it easier for women and girls to take up education and employment in male-dominated fields.
MEPs demand action to combat women’s poverty. They call for improving working conditions in sectors with a high proportion of women and for addressing the issue of lower pensions for women than for men.
Supported by Norway through Norway Grants 2014-2021, in the frame of the Programme “Social Dialogue – Decent Work”.
