Employees will be able to enquire in person or through employee representatives (trade unions or other employee representatives).

Employers will be obliged to provide information to an employee within “reasonable time” – no longer than two months. It will be possible to apply for additional explanations, if it turns out that information provided by the employer is imprecise or incomplete. Employers will be obliged to remind employees once a year about their right to receive information concerning the remuneration and the steps which need to be taken to do so.

The new law will enable an employee to find out how his or her pay compares to that of employees of the same sex (performing equal work or work of equal value) and those of the opposite sex.

National regulations (for the draft of which we are still waiting) should determine more precisely what the minimum number of employees in a comparative group should be, so that the remuneration of individual employees is not disclosed.

In preparation to the new regulations, employers should consider in what way the process of requesting and providing information should be organised, e.g. through which system the employees will be informed about their right to make requests, in what form the feedback will be provided, and who will be responsible for its preparation.

Find more in the PRO HR January 2025.