Changes in law. You'll know how much your colleague or colleague earns at work. The wage will be public

The expert reports that companies are preparing intensively to implement fresh rules, which will make all wages transparent in about 2.5 years.

Have you always heard that a occupation interview is inappropriate and taboo? shortly this regulation may cease to apply. The most fresh directive published just before holidays in the authoritative diary of the European Union obliges companies to disclose earnings not only to existing employees, but besides to inform possible candidates about possible incomes.

Although theoretically adequate time is enough, companies, especially those with a large range, must make fresh interior regulations. In particular, this applies to companies that have employed employees in different jobs over the years, resulting in crucial pay gaps. In specified cases it is essential to adapt both wages and the structure of posts to the fresh system. This includes taking into account differences in experience, competence and responsibilities even for employees in the same positions. The European Union aims to destruct wage differences and standardise wages.

It's not like you thought.

However, the fresh rules do not mean that each worker will gotta carry a wage-printed badge. So what will these fresh regulations look like? First, there will be no secret about earnings. Information on the level of remuneration of each worker will become available to the public. If you are intrigued by how much people gain in a akin position, you will be able to contact them directly, or consult the applicable department or boss, without fear of refusing to supply information.

Secondly, already at the recruitment stage, the worker will have access to information on possible remuneration. These data may be included in the occupation announcement or provided by the recruiter before the interview starts. This will undoubtedly end the era of questions about expected earnings during the interview. In addition, it will be prohibited to ask about the amount of wage in erstwhile jobs. The first manifestations of change can now be seen as companies increasingly state wage rates or forks in occupation notices.

REPORTS, CONTROLS AND CHARGES

The formulation of the rules mostly depends on our government and on how fresh regulations are implemented. However, it is already clear that the introduction of these innovations will be subject to strict control and that employers who do not comply with the fresh rules will be subject to sanctions. The Directive besides requires reporting on the wage gap, but this does not cover all companies. tiny companies will be completely exempted from this obligation, although they are inactive subject to appropriate regulation.

For companies employing 250 people and more, the reporting period shall be 1 year. For companies with between 150 and 249 employees, this work occurs all 3 years. Companies employing between 100 and 149 people besides study all 3 years, but only 5 years after implementation. Companies employing little than 100 people will not be required to report.

Ignacy Michałowski

OSINT investigator with experience in global journalism projects. It has been publishing materials for over 20 years for the largest releases. In social activities he engaged in various projects and initiatives aimed at improving the quality of life of people, especially those of mediocre communities. He was besides active in the fight for human rights. Contact: kontakt@legaartis.pl