{"id":3295,"date":"2020-01-23T12:20:26","date_gmt":"2020-01-23T11:20:26","guid":{"rendered":"http:\/\/weekly.uhm.org.mt\/?post_type=article&p=3295"},"modified":"2020-01-23T12:20:26","modified_gmt":"2020-01-23T11:20:26","slug":"mizuri-fit-trasparenza-tal-hlas-inizjattiva-mifruxa-fl-ue","status":"publish","type":"article","link":"http:\/\/weekly.uhm.org.mt\/en\/article\/mizuri-fit-trasparenza-tal-hlas-inizjattiva-mifruxa-fl-ue\/","title":{"rendered":"Pay Transparency Measures: An EU-wide initiative in the making"},"content":{"rendered":"

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One of the top priorities of\u00a0<\/span>European Commission President\u00a0<\/span>Ursula von der\u00a0<\/span>Leyen<\/span>\u00a0is that of achieving binding pay transparency measures which will apply\u00a0<\/span>across the EU<\/span>. Considered as concrete means i<\/span>n addressing the issue of the gender pay gap, pay transparency measures are surely needed in the EU, especially when\u00a0<\/span>the latest statistics<\/span><\/a>\u00a0<\/span>show<\/span>\u00a0that women in the EU earn 16% less per hour than men\u00a0<\/span>when performing\u00a0<\/span>the same job.\u00a0<\/span>\u00a0<\/span><\/p>\n

T<\/span>hanks to such measures,\u00a0<\/span>employees\u00a0<\/span>could have\u00a0<\/span>the right to ask for information about<\/span>\u00a0their pay and whether it matches the pay other colleagues and peers receive for the same kind of work, or work which has the same kind of value.\u00a0<\/span>It\u00a0<\/span>could a<\/span>lso<\/span>\u00a0<\/span>bind<\/span>\u00a0the employer to\u00a0<\/span>duly\u00a0<\/span>r<\/span>eport on<\/span>\u00a0the average pay<\/span>ment tied to<\/span>\u00a0<\/span>the\u00a0<\/span>different positions. Additionally,<\/span>\u00a0such measures could take the form of a\u00a0<\/span>pay audit\u00a0<\/span>whereby workers would be able to discuss the issue of equal pay collectively with their employers.\u00a0<\/span>\u00a0<\/span><\/p>\n

President\u00a0<\/span>von der\u00a0<\/span>Leyen\u2019s<\/span>\u00a0push for pay transparency in the EU stems from the fact that presently such measures have only been introduced in some EU\u00a0<\/span>M<\/span>ember\u00a0<\/span>S<\/span>tates on their own initiative. For example, paving the way are Finland and Ireland who have introduced the right for employees to ask about the pay\u00a0<\/span>their colleagues receive<\/span>\u00a0if there are<\/span>\u00a0<\/span>suspicions of\u00a0<\/span>pay<\/span>-related<\/span>\u00a0<\/span>discrimination arise<\/span>.\u00a0 Moreover, Austria, Belgium, France, Denmark and Sweden have also opted for a law which obliges the employer to report on the average pay tied to\u00a0<\/span>the\u00a0<\/span>different positions within\u00a0<\/span>the respective<\/span>\u00a0company. Pay auditing was so far implemented in\u00a0<\/span>Finland, Sweden and Belgium<\/span>.\u00a0<\/span>M<\/span>eanwhile,<\/span>\u00a0in Germany and<\/span>\u00a0in<\/span>\u00a0France an employee has\u00a0<\/span>the right to bargain\u00a0<\/span>on<\/span>\u00a0equal pay\u00a0<\/span>with the employer.\u00a0<\/span>\u00a0<\/span><\/p>\n

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By adopting an EU-wide policy and strategy on pay\u00a0<\/span>transparency<\/span>, all Member States can benefit from such measures<\/span>, including Malta where\u00a0<\/span>the gender pay gap has increased since 2011<\/span><\/a>. Most importantly, workers across all EU\u00a0<\/span>M<\/span>ember\u00a0<\/span>S<\/span>tates can be certain that<\/span>\u00a0once these measures are introduced across the EU, they will be better protected if they voice their concerns and hold their employers accountable where there is pay inequality.\u00a0<\/span>\u00a0<\/span>\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

  One of the top priorities of\u00a0European Commission President\u00a0Ursula von der\u00a0Leyen\u00a0is that of achieving binding pay transparency measures which will apply\u00a0across the EU. Considered as concrete means in addressing the […]<\/p>\n","protected":false},"author":6,"featured_media":3287,"menu_order":0,"comment_status":"open","ping_status":"open","template":"","format":"standard","meta":{"_mi_skip_tracking":false,"spay_email":""},"issuem_issue":[149],"issuem_issue_categories":[14],"issuem_issue_tags":[],"translation":{"provider":"WPGlobus","version":"2.8.8","language":"en","enabled_languages":["mt","en"],"languages":{"mt":{"title":true,"content":true,"excerpt":false},"en":{"title":true,"content":true,"excerpt":false}}},"_links":{"self":[{"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/article\/3295"}],"collection":[{"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/article"}],"about":[{"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/types\/article"}],"author":[{"embeddable":true,"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/comments?post=3295"}],"version-history":[{"count":2,"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/article\/3295\/revisions"}],"predecessor-version":[{"id":3300,"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/article\/3295\/revisions\/3300"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/media\/3287"}],"wp:attachment":[{"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/media?parent=3295"}],"wp:term":[{"taxonomy":"issuem_issue","embeddable":true,"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/issuem_issue?post=3295"},{"taxonomy":"issuem_issue_categories","embeddable":true,"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/issuem_issue_categories?post=3295"},{"taxonomy":"issuem_issue_tags","embeddable":true,"href":"http:\/\/weekly.uhm.org.mt\/en\/wp-json\/wp\/v2\/issuem_issue_tags?post=3295"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}