Information on the starting salary or salary range will not have to be included in job advertisements.<\/p>\n
Instead, this information can be communicated in several ways, such as:<\/p>\n
Importantly, the draft legislation specifies that salary information cannot be given orally during an interview with a candidate. It must be provided in a written form, either on paper or electronically.<\/p>\n
The draft also reinforces the prohibition set out in the EU Pay Transparency Directive on asking candidates about their current and previous salaries.<\/p>\n
Additionally, the bill introduces a requirement to use gender-neutral job titles, both in recruitment and internal organisational structures. There are no exceptions to this rule, meaning employers must always use neutral job titles regardless of the profession<\/p>\n
Companies should already be thinking about how they will implement gender-neutral job titles. Beyond the basic approach of using masculine and feminine forms, other options can also be considered, e.g. using generic forms with suffixes like \u201cm\/f\u201d (e.g. plumber (m\/f) or singular job titles such as photographer.<\/p>\n
Other important topics such as:<\/p>\n
will be addressed in a separate project. This is currently being developed by the Ministry of Family, Labour and Social Policy to comprehensively implement the EU directive.<\/p>\n
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