Equal Pay for Equal Work or Work of Equal Value

This fundamental principle, enshrined in EU law and international conventions, dictates that remuneration rates must be established without any discrimination based on sex. It extends beyond identical jobs to encompass 'work of equal value,' meaning that jobs requiring comparable skills, effort, responsibility, and working conditions should be remunerated equally, regardless of the gender of the person performing them. The Directive aims to strengthen the practical application of this principle by mandating objective and gender-neutral job evaluation and classification systems, considering factors like the nature of tasks, complexity, decision-making autonomy, and physical/mental demands.

This fundamental principle, enshrined in Belgian law through Collective Bargaining Agreement No. 25 and the Law of 10 May 2007, mandates that all components of remuneration, including direct pay, benefits, and other allowances, must be gender-neutral. It applies to work that is identical or work that, despite being different, is considered to have comparable value based on objective criteria such as skills, effort, responsibility, and working conditions.

This fundamental principle, enshrined in international and Belgian law, dictates that employers must provide equal pay to male and female employees who perform the same work or work that is considered to be of equal value. 'Work of equal value' is assessed based on objective criteria such as skills, effort, responsibility, and working conditions, without gender bias. Collective Bargaining Agreement No. 25, made obligatory by Royal Decree, is a cornerstone of this principle in Belgium, predating and complementing the 2012 Gender Pay Gap Law.

This principle, central to the decree, mandates that employees performing 'equal work' (identical or very similar tasks) or 'work of equal value' (jobs considered equivalent based on objective criteria like skill, effort, responsibility, and working conditions, applied in a gender-neutral manner) must receive equal remuneration. The decree emphasizes the use of objective job evaluation methodologies to determine the value of different jobs, aiming to eliminate both direct and indirect gender-based pay discrimination.

This fundamental principle, enshrined in Bulgarian law and reinforced by EU directives, mandates that employers must ensure that male and female employees receive the same total remuneration when they perform identical work or work that is deemed to be of equivalent value. The assessment of 'equal value' goes beyond job titles and considers objective, gender-neutral criteria such as skills, effort, responsibility, and working conditions required for the role, aiming to eliminate systemic pay discrimination and ensure fairness in compensation.

The principle of 'equal pay for work of equal value' means that remuneration rates should be established without discrimination based on sex, for jobs that are objectively assessed as having comparable value. This assessment considers factors such as educational, professional, and training requirements, skills, effort, responsibility, and the nature of tasks involved, as per the Gender Equality Act and ILO Convention No. 100.

This fundamental principle, enshrined in Article 157 TFEU and reinforced by the Directive, mandates that direct and indirect discrimination on grounds of sex with regard to all aspects and conditions of remuneration must be eliminated. It means that workers performing the same tasks or different tasks that are objectively assessed as having comparable value to the employer should receive equivalent pay, irrespective of their gender. The assessment of 'work of equal value' is based on objective, gender-neutral criteria such as skills, effort, responsibility, and working conditions.

This fundamental principle, enshrined in Article 157 of the Treaty on the Functioning of the European Union (TFEU) and reinforced by Directive 2006/54/EC, mandates that there shall be no direct or indirect discrimination on grounds of sex with regard to all aspects and conditions of remuneration for the same work or for work to which equal value is attributed. It requires an objective assessment of job value, often necessitating gender-neutral job classification and evaluation systems to prevent embedded biases that could lead to pay disparities between sexes. The concept extends beyond basic salary to encompass all forms of consideration, whether in cash or in kind, received by a worker from their employer in respect of their employment.

This fundamental principle, central to the EU Pay Transparency Directive, mandates that workers performing identical tasks or jobs that are assessed to be of equivalent value must receive the same pay, regardless of their gender. The 'value' of work is determined by objective and gender-neutral criteria such as skills, effort, responsibility, and working conditions, ensuring that traditional biases do not undervalue certain roles predominantly held by one gender. This extends beyond identical roles to encompass positions that, while different in nature, contribute comparably to an organization's success.

This fundamental principle, enshrined in EU and international law, mandates that employers must ensure that male and female workers receive the same pay and benefits when they perform identical work or work that is considered to be of comparable value. The assessment of 'work of equal value' goes beyond job titles and considers objective, gender-neutral criteria such as skills, effort, responsibility, and working conditions required for the role. This ensures that historical biases in job valuation do not perpetuate pay disparities.

This principle, enshrined in Article 28 of the Equal Opportunity Code, mandates that a female worker is entitled to the same remuneration as a male worker for equal work or work of equal value. It extends beyond identical jobs to encompass work that, while different in nature, requires comparable skills, effort, responsibility, and working conditions, ensuring that all components of remuneration are free from gender-based discrimination.

This principle, enshrined in Section 60 of the Darba likums and reinforced by EU directives, mandates that employers must specify equal work remuneration for men and women not only for the same kind of work but also for work that, while potentially different in nature, is objectively assessed as having equal value based on criteria such as skills, effort, responsibility, and working conditions.

This fundamental principle, enshrined in EU law and international conventions, dictates that remuneration for work that is the same or of comparable value must be equal, irrespective of gender. Work of equal value is assessed based on objective, gender-neutral criteria such as skills, effort, responsibility, and working conditions, ensuring that pay differences are not attributable to gender bias.

Equal pay for work of equal value mandates that employers must pay equal wages for work that is the same or to which equal value is attributed, without discrimination based on protected characteristics, particularly gender. This principle extends beyond identical jobs to encompass roles that, while different in nature, are considered to have equivalent worth based on objective criteria such such as skills, effort, responsibility, and working conditions. The Lithuanian Labour Code and the Law on Equal Opportunities uphold this principle, with upcoming amendments further strengthening its application in line with the EU Pay Transparency Directive.

This principle, enshrined in the Lithuanian Labour Code and reinforced by the EU Pay Transparency Directive, mandates that remuneration for men and women must be equal when they perform work that is considered to be of the same or equal value. The assessment of 'equal value' is based on objective, gender-neutral criteria such as skills, effort, responsibility, and working conditions, ensuring that pay is determined by the nature of the work rather than the gender of the employee. This aims to eliminate both direct and indirect pay discrimination.

This fundamental principle, enshrined in Article L.225-1 of the Luxembourgish Code du travail, mandates that employers ensure no discrimination based on sex in remuneration for work that is identical or considered to be of equivalent value. 'Work of equal value' is assessed based on objective criteria such as skills, effort, responsibility, and working conditions, rather than solely on job titles or market rates, to prevent indirect discrimination. This assessment often involves systematic job evaluation schemes.

Equal pay for work of equal value is a fundamental principle enshrined in Maltese law, particularly in the Employment and Industrial Relations Act (Cap. 452) and reinforced by other equality legislation. It mandates that employees, regardless of gender or other protected characteristics, must receive equal remuneration for performing work that, while potentially different in nature, responsibilities, or skills, is objectively assessed to be of equivalent overall worth. This principle aims to eliminate both direct and indirect pay discrimination.

This fundamental principle, enshrined in the Netherlands Pay Transparency Implementation Act, mandates that employers must provide equal remuneration to men and women who perform the same work or work that is considered to be of equal value. 'Work of equal value' is assessed based on objective, gender-neutral criteria such as skills, effort, responsibility, and working conditions, ensuring that comparisons extend beyond identical job titles to the substantive nature of the roles. This principle aims to eliminate both direct and indirect pay discrimination based on sex.

This fundamental principle, enshrined in EU law and international conventions, mandates that employers must provide equal remuneration to male and female workers for performing work that is objectively assessed as being of equal value. The assessment of 'equal value' considers a range of criteria, including skills, effort, responsibility, and working conditions, ensuring that direct and indirect discrimination based on gender in pay structures is eliminated. It goes beyond identical jobs to encompass roles that, while different in nature, contribute equally to the employer's objectives.

This fundamental principle, enshrined in Portuguese law and international conventions, mandates that remuneration must be equal for employees performing identical or very similar tasks ('equal work') or for jobs that, while distinct, are deemed equivalent when assessed against objective, gender-neutral criteria such as skills, effort, responsibility, and working conditions ('work of equal value'). It aims to eliminate both direct and indirect pay discrimination based on gender by ensuring fair valuation of all work.

This fundamental principle, enshrined in Portuguese law, dictates that employees, regardless of gender, must receive equal remuneration for performing identical work or work that, while different in nature, is deemed to have equivalent value based on objective criteria such as qualifications, experience, responsibilities, and working conditions. It prohibits direct and indirect discrimination in all components of remuneration, ensuring fairness across the workforce.

This principle, central to Law no. 202/2002, mandates that men and women performing work that is deemed to be of equal value must receive equal remuneration. It extends beyond basic salary to include all elements of compensation, such as bonuses, allowances, and benefits, ensuring a comprehensive approach to pay equity. The concept requires objective criteria for job evaluation to prevent gender bias in pay structures.

Within the context of the Romanian Labour Code, the principle of 'equal payment for equal work or work of equal value' is a fundamental right guaranteed to all employees, as stipulated in Article 6(2) and further reinforced by Article 159(3). This principle prohibits any discrimination based on criteria such as sex, sexual orientation, age, national origin, race, and other protected characteristics, concerning all elements and conditions of remuneration. It ensures that the compensation received by an employee is solely determined by the nature and value of the work performed, rather than by personal attributes unrelated to job performance. The concept extends beyond basic salary to encompass all components of remuneration, including benefits and other financial or non-financial advantages derived from employment.

This fundamental principle dictates that remuneration must be established without discrimination based on sex, ensuring that individuals performing the same job or jobs deemed to have equivalent value, considering factors such as skill, effort, responsibility, and working conditions, receive equal pay. The Draft Act aims to strengthen the application of this principle by providing tools for identification and redress of disparities.

This fundamental principle, enshrined in EU law and international conventions, mandates that employers must ensure there is no direct or indirect discrimination on grounds of sex with regard to all aspects and conditions of remuneration for the same work or for work to which equal value is attributed. The Slovakian Pay Transparency Act aims to strengthen this principle by introducing mechanisms that allow for the objective assessment of job value, thereby identifying and rectifying pay disparities that are not justified by objective, gender-neutral criteria. It encompasses not only basic salary but also all additional emoluments, in cash or in kind, arising out of employment.

The principle, enshrined in Spanish law (Article 28.1 of the Workers' Statute and Royal Decree 902/2020), that remuneration must be equal when the nature of the functions or tasks effectively entrusted, the educational, professional, or training conditions required for their exercise, factors strictly related to their performance, and the working conditions in which said activities are actually carried out are equivalent, irrespective of the sex of the worker. This aims to prevent both direct and indirect pay discrimination.

This principle, enshrined in Spanish law (Article 28.1 of the Workers' Statute), dictates that work has equal value when the nature of functions, required conditions (educational, professional, training), performance factors, and working conditions are equivalent. It moves beyond identical jobs to encompass roles requiring comparable skills, effort, responsibility, and working conditions, thereby preventing indirect discrimination based on gender.

The principle of 'equal pay for work of equal value' prohibits unfair discrimination against employees by providing different terms and conditions of employment, particularly remuneration, between employees of the same employer performing the same or substantially the same work or work of equal value, where such differences are directly or indirectly based on any of the prohibited grounds of unfair discrimination or any other arbitrary ground. This principle was explicitly introduced into the Act through a 2013 amendment.

This principle, introduced in a 2013 amendment, prohibits employers from unfairly discriminating against employees by providing different terms and conditions of employment, including remuneration, between employees performing the same or substantially the same work, or work of equal value, where such differences are directly or indirectly based on any of the prohibited discriminatory grounds. It is a crucial tool for addressing wage gaps.

Building upon the existing legal framework in South Korea, particularly the Equal Employment Opportunity and Work-Family Balance Assistance Act, 'equal pay for work of equal value' signifies that employees should receive the same remuneration when their work, though potentially different in nature, is deemed equivalent in terms of skills, effort, responsibility, and working conditions. This principle extends beyond identical jobs to encompass jobs that are comparable in their overall contribution and demands. The proposed disclosure system aims to reinforce this principle by requiring employers to analyze and report on pay structures, thereby enabling the identification of potential pay discrimination that might not be evident through simple comparisons of identical job titles.

Under Article 10 of Taiwan's Gender Equality in Employment Act, employers are prohibited from discriminating against employees based on their gender or sexual orientation in the payment of wages. Employees are entitled to receive equal pay for performing work that is the same or of comparable value. Any differentials in pay must be justified by objective, non-discriminatory factors such as seniority, merit, or disciplinary records, rather than gender-related biases.

Under the Labour Protection Act (No. 7) B.E. 2562 (2019), the concept of 'equal pay for work of equal value' was explicitly introduced, expanding upon the previous 'equal pay for equal work' principle. This mandates that employers must fix equal wages, overtime pay, holiday pay, and holiday overtime pay for male and female employees where the work performed is of the same nature, quality, and quantity, or is determined to be of equivalent value. This broader definition aims to address systemic pay disparities that may arise even when job titles or specific tasks differ, by evaluating jobs based on factors such as skill, effort, responsibility, and working conditions.

The principle of 'Equal Pay for Work of Equal Value' mandates that employers must provide equal wages for work of the same nature, quality, and quantity, irrespective of the employee's gender. This principle is enshrined in the Labour Protection Act B.E. 2541 (1998) and is a cornerstone of anti-discrimination in employment in Thailand. It extends beyond basic wages to include overtime compensation and holiday benefits, aiming to eliminate gender disparities in the workplace.

This principle, enshrined in the Equality Act 2010 for sex discrimination and extended by the Equality (Race and Disability) Bill to race and disability, dictates that employees should receive the same pay for jobs that, while perhaps different in nature, are deemed to have equivalent value in terms of effort, skill, decision-making, and working conditions. It allows for comparisons between dissimilar jobs where a job evaluation scheme or other assessment determines their equal worth, ensuring that pay is not influenced by protected characteristics.

While not explicitly defined in these exact words within the Bangladesh Constitution, the principle of 'equal pay for work of equal value' is implicitly derived from Article 20(1), which states that everyone shall be paid for their work on the basis of the principle 'from each according to his abilities, to each according to his work,' read in conjunction with the non-discrimination clauses of Article 28 (especially regarding sex) and Article 29. This principle means that remuneration, encompassing all forms of payment and benefits, should be based on objective criteria related to the job itself (e.g., skill, effort, responsibility, working conditions) rather than on the personal attributes of the worker. It aims to eliminate wage disparities that arise from gender bias or other prohibited grounds of discrimination, ensuring that jobs of comparable worth receive comparable compensation.

This principle, central to the Costa Rica Salary Justice Bill, mandates that remuneration must be equal for men and women performing work that, while potentially distinct in tasks or titles, requires comparable skills, effort, responsibility, and working conditions. It moves beyond 'equal pay for equal work' to address systemic undervaluation of jobs predominantly held by one gender, often women, by requiring objective, gender-neutral job evaluation methodologies to assess the inherent worth of different roles.

Equal Pay for Work of Equal Value (EPEV) extends the concept of equal pay to situations where jobs are different but are considered to have equivalent value based on objective criteria such as skill, effort, responsibility, and working conditions. The Hong Kong government takes the view that the Sex Discrimination Ordinance covers this principle, aligning with international labour standards like ILO Convention No. 100, and the EOC actively promotes its application through objective job appraisal.

This principle, deeply rooted in international labor standards such as ILO Convention No. 100, mandates that workers should receive equal pay for performing work that is considered to be of equal value, without discrimination based on gender or any other protected characteristic. Indonesian wage regulations, including Government Regulation No. 36 of 2021, uphold the right to equal treatment and non-discriminatory wage systems.

Equal Pay for Work of Equal Value is a fundamental principle asserting that remuneration should be determined by the objective value of the work performed, rather than by the gender of the person performing it. This means that if two jobs, though different in nature, are assessed to be of comparable worth based on criteria such as skill, effort, responsibility, and working conditions, the individuals performing those jobs should receive equal pay, regardless of whether they are male or female. This principle aims to eliminate gender-based pay gaps that arise from the undervaluation of work traditionally performed by women.

This principle, central to pay equity, dictates that remuneration should be based on the value of the work performed, rather than the gender of the person performing it. The Jamaica Gender Equality Policy (NPGE) 2011 advocates for the enforcement of labour laws to ensure gender parity in remuneration for work of equal value, recognizing that women often receive lower wages than men despite performing equivalent work. This goes beyond 'equal pay for equal work' to address systemic undervaluation of jobs predominantly held by women, aiming for fair compensation based on skill, effort, responsibility, and working conditions.

The principle that men and women should receive equal remuneration for performing work that is objectively assessed as being of equal value, even if the jobs are different in nature. This assessment considers a combination of skill, effort, responsibility, and working conditions, rather than solely job titles or market rates. This definition moves beyond 'equal pay for equal work' to encompass jobs that may be dissimilar but contribute equally to an employer's operations.

The principle of 'Equal Pay for Work of Equal Value' is explicitly enshrined within the regulatory framework governing minimum wages in Punjab. Specifically, provisions within notifications issued under the Punjab Minimum Wages Act 2019, and referencing Rule 15 of the West Pakistan Minimum Wages Rules, 1962, stipulate that for work of equal value, a female worker shall receive the same minimum wages as a male worker of the same category. This principle aims to prevent gender-based wage discrimination and promote fairness in remuneration, ensuring that pay is determined by the nature and value of the work performed, rather than by the gender of the worker.

This principle mandates that men and women workers should receive equal remuneration for performing work that is determined to be of equal value, even if the jobs themselves are different in nature. The assessment of 'equal value' is based on objective criteria such as skill, effort, responsibility, and working conditions, without regard to the sex of the worker or other protected characteristics.

In the context of the Russian Federation, 'equal pay for work of equal value' is a fundamental principle enshrined in the Constitution and further elaborated in the Labor Code. It mandates that remuneration for labor must be provided without any discrimination whatsoever, ensuring that individuals performing work deemed to be of comparable worth receive equitable compensation, irrespective of gender or other protected characteristics. This principle extends beyond identical jobs to encompass roles that, while distinct, require similar skills, effort, responsibility, and working conditions, thereby addressing both direct and indirect forms of pay discrimination.

The principle that men and women should receive equal remuneration for performing work that is recognized as being of equal value, even if the jobs are different in nature but require similar skills, effort, responsibility, and working conditions. This concept extends beyond identical jobs to encompass jobs that are comparable in their overall contribution and demands, ensuring that pay disparities are not based on gender-biased job evaluations or classifications. It is a cornerstone of international labor standards, particularly enshrined in ILO Convention No. 100.

Under Article 5 of the Turkish Labor Law No. 4857, 'Differential remuneration for similar jobs or for work of equal value is not permissible.' This principle ensures that pay disparities are not based on discriminatory grounds, particularly sex, and extends beyond identical jobs to those deemed to have comparable value based on objective criteria such as skill, effort, responsibility, and working conditions. The law explicitly states that special protective provisions for an employee's sex shall not justify a lower wage.

This principle, while not explicitly defined as a standalone term in the original Labor Code, is a core component of the non-discrimination provisions, particularly Article 2-1, which prohibits 'unequal payment for work of equal value which is carried out by workers of identical qualification.' It is further reinforced by Ukraine's ratification of ILO Convention No. 100, which mandates equal remuneration for men and women workers for work of equal value. This means that pay decisions should be based on objective criteria related to the job itself, rather than on the personal characteristics of the jobholder.

The principle that men and women should receive equal remuneration for work that is objectively assessed as having the same value, even if the jobs are different in nature. This goes beyond identical work to encompass jobs that are comparable based on objective, gender-neutral criteria such as required qualifications, skills, effort, responsibility, and working conditions, aiming to address both direct and indirect pay discrimination.

The principle that employees should receive equal remuneration for performing work that, while potentially different in specific tasks, is objectively determined to be of comparable value based on criteria such as skills, effort, responsibility, and working conditions, without discrimination on grounds of gender or other protected characteristics. This extends beyond 'equal pay for equal work' to address systemic undervaluation of certain jobs.

This core principle, enshrined in UAE Federal Decree-Law No. 6 of 2020, mandates that female employees shall receive wages equal to those of males if they perform the same work, or another work that, despite differences in tasks or titles, is objectively determined to be of comparable worth based on factors such as skill, effort, responsibility, and working conditions. It moves beyond 'equal pay for equal work' to address systemic undervaluation of jobs predominantly held by one gender, aiming for a more comprehensive approach to pay equity.

The principle that remuneration should be the same for jobs that, while perhaps different in their specific tasks or titles, are deemed to be of equivalent overall value based on objective criteria such as skill, effort, responsibility, and working conditions. This concept extends beyond 'equal pay for equal work' to address systemic undervaluation of certain roles.

This fundamental principle, reinforced by the South Africa Fair Pay Bill 2025 and already present in the Employment Equity Act, dictates that employees performing the same or substantially the same work, or work that is objectively assessed to be of equal value, must receive similar remuneration. This assessment considers factors such as the skills required, the effort expended, the level of responsibility, and the working conditions, without discrimination based on race, gender, or other prohibited grounds. The aim is to eliminate pay disparities that arise from the undervaluation of certain types of work or from discriminatory biases.

This fundamental principle dictates that employees performing work that is identical or, through objective assessment, determined to be of equivalent value based on criteria such as skills, effort, responsibility, and working conditions, must receive the same remuneration, regardless of their sex. It extends beyond merely comparing identical job titles to evaluating the intrinsic worth of different roles within an organization to prevent indirect discrimination.

This principle stipulates that remuneration for work that is objectively assessed as being of equal value must be the same, irrespective of the gender of the person performing the work. 'Work of Equal Value' is further clarified to mean work that requires similar or comparable skills, effort, responsibility, and working conditions, as determined by an objective job evaluation methodology.

This fundamental principle, enshrined in Czech Labour Code Act No. 262/2006 Coll. and reinforced by the EU Pay Transparency Directive, mandates that employers must provide identical remuneration to employees, regardless of gender, who perform work that is either identical in nature or deemed to be of equivalent value. Work of equal value is assessed based on objective, gender-neutral criteria such as complexity, responsibility, and physical or mental effort. The new legislation aims to strengthen the practical application and enforceability of this principle by introducing transparency measures and shifting the burden of proof in discrimination cases.

This fundamental principle, central to the EU Pay Transparency Directive and the Bulgarian draft law, mandates that remuneration must be equal for men and women performing work that is either identical or deemed to be of equal value. The assessment of 'equal value' is based on objective, gender-neutral criteria, including skills, effort, responsibility, and working conditions, rather than subjective biases or traditional gender roles. This ensures that roles requiring similar levels of contribution and qualification are compensated equitably, regardless of the gender of the individual performing them.

This fundamental principle, enshrined in French and EU law, mandates that any difference in remuneration between men and women performing identical work or work assessed as having equivalent value must be justified by objective, gender-neutral criteria. It extends beyond identical roles to address the undervaluation of jobs predominantly held by women, requiring a systematic and unbiased evaluation of job content, skills, effort, responsibility, and working conditions.