The ETUC says that, according to the European Commission’s own figures, two thirds of European workers would be excluded from coverage by the pay transparency directive. The current proposal would limit gender pay reporting to organisations with over 250 staff. The impact would be even broader in countries like Estonia and Latvia where higher percentages of workers are employed by small firms and just one in five workers would be covered by the directive. These are also two of the countries with the highest gender pay gaps. Italy (79%), Cyprus (83%) and Greece (88%) are the three countries with the highest proportion of workers who would be excluded. The ETUC also points out that the 250 threshold would be a backward step in many countries where lower limits apply.
ETUC highlights limitations of pay transparency directive
More like this
The ETUC is publishing examples of pay inequality from around in Europe in its campaign to put pressure on the European Commission to deliver on its promise of a pay transparency directive. The ETUC’s first examples from the manufacturing sector clearly how women are paid less even when their jobs require the same levels of skill and physical effort as those of men. The ETUC also points out that the Covid crisis has exposed the deep-rooted bias behind wages for professions dominated by women, with carers and cleaners recognised as ‘essential’ despite being amongst the lowest paid. ETUC (EN+FR)
On 5 April the European Parliament (EP) voted in favour of a report on the gender pay transparency directive that includes important improvements to the European Commission’s draft proposal. There will be provisions on the protection of trade union rights for women workers, ensuring they can bargain collectively for equal pay; measures to deliver on the principle of equal pay for work of equal value and a ban on pay secrecy clauses. The ETUC thanked the rapporteurs for their work and called for the swift adoption of the improved directive by the Commission and Council. ETUC Deputy General
After considerable delay the European Commission published its draft directive on pay transparency which the ETUC welcomed as having many good principles but lacking the real tools to make it work in practice. While the ETUC expects the directive to reduce secrecy on pay, it is concerned that pay audits and action plans will only apply to organisations with over 250 employees. The ETUC is also critical of the fact that the directive allows employers to define which jobs to use in comparisons of equal pay for work of equal value and refers throughout to ‘workers representatives’ instead of