Gender pay gap: new monitoring obligations for companies

Equal Opportunities – Discrimination
Gender Pay Gap: New Monitoring Obligations for Companies Enter into Force

Among the most significant innovations introduced by the pay transparency decree are the obligations to collect, report, and publish data on the gender pay gap within companies. The rules apply to employers with at least 100 employees and require the monitoring of a series of indicators designed to measure pay differentials between male and female workers.
Monitoring must cover not only the overall pay gap but also the gap relating to variable pay components, median values, the distribution of staff across pay quartiles, and individual categories of workers performing the same work or work of equal value.
The data collected will be transmitted to the monitoring body established at the Ministry of Labour, which will publish a portion of the information, enabling comparisons between companies, sectors, and territories. Companies with at least 250 employees must submit their first report by 7 June 2027 and thereafter on an annual basis.