Framework Conditions in France: Unterschied zwischen den Versionen

Version vom 2. September 2015, 13:40 Uhr

The French Labour Code

Already in 1983, the first obligations for companies to report on equal pay have been put into place. Today, each company with more than 50 employees is obliged to publish a yearly report, in which all measures to promote gender equality and equal pay as well as goals for the coming year have to be listed.

Furthermore, employees are entitled to ask for information related to their remuneration and job classification.

Job Evaluation

Since 2001, gender issues and gender-neutral job classification in collective bargaining is obligatory by law. Further, it is compulsory for companies and trade union to negotiate a plan fostering gender equality within the respective company.

In 2013, the first violations against the provisions on equal pay have been notified. Both firms were fined and had to equalise the wages for women and men.

References

European Commission: Legislation and Equality Plans

European Commission: Job evaluation free from gender bias / making pay differences transparant

Antidiskriminierungsstelle des Bundes: Gesetzgebung zur Entgeltgleichheit im internationalen Vergleich

European added value of applying the principle of Equal Pay for men and women for equal work or work of equal value - Research Paper