Gleiches Entgelt für gleiche oder gleichwertige Arbeit

This principle, central to German equal pay law, dictates that direct or indirect gender-based discrimination in remuneration is prohibited for work that is either identical ('gleiche Arbeit') or of comparable value ('gleichwertige Arbeit'). The assessment of 'work of equal value' considers a totality of factors, including the type of work, training requirements, responsibility, and working conditions, independent of the employee's performance. This principle is enshrined in the Basic Law (Grundgesetz) and further elaborated in the Entgelttransparenzgesetz and the Allgemeines Gleichbehandlungsgesetz, forming the bedrock of pay equity in Germany.

This principle, enshrined in Article 243 of the Bulgarian Labour Code, mandates that women and men are entitled to equal pay for performing identical work or work that is deemed to be of equivalent value. The assessment of 'equal value' is based on objective, gender-neutral criteria such as skills, effort, responsibility, and working conditions, ensuring that remuneration is not influenced by gender or other protected characteristics. This applies to all forms of payment under the employment relationship, whether direct or indirect, in cash or in kind.

This principle, enshrined in the Greek Constitution and reinforced by Law 4604/2019, dictates that all workers, irrespective of sex, have a right to equal pay for work of equal value. 'Pay' encompasses the ordinary basic or minimum wage, salary, and any other consideration, in cash or in kind, received from the employer. It ensures that pay for piece rates is based on the same unit of measurement and pay for time rates is the same for the same job, preventing gender-based wage discrimination.

The principle that men and women workers performing equal work or work to which equal value is attributed must receive the same rate of remuneration, established without discrimination based on sex. This includes the ordinary, basic or minimum wage or salary and any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker's employment.

This fundamental principle, enshrined in Dutch law and reinforced by EU directives, mandates that employees, regardless of gender, must receive comparable remuneration for performing work that is deemed to be of equal value. The assessment of 'equal value' goes beyond identical tasks and considers factors such as skills, effort, responsibilities, and working conditions, ensuring a broad scope for comparison and preventing subtle forms of discrimination.

As stipulated in Article 133 of ZDR-1, this principle mandates that employers must provide equal remuneration to employees for performing identical work or work that is assessed to be of equal value, without any distinction based on gender or other protected personal circumstances. This ensures fairness in compensation structures and aims to eliminate pay disparities arising from discriminatory practices. The assessment of 'work of equal value' typically involves objective criteria such as skills, effort, responsibility, and working conditions, ensuring a comprehensive and unbiased evaluation.

As per Article 28.1 of the Workers' Statute Law, employers are obligated to pay the same remuneration for the provision of work of equal value, without any discrimination based on sex, whether satisfied directly or indirectly, and regardless of the nature of the remuneration (salary or extrasalary). A job is considered to have equal value to another when the nature of the functions or tasks effectively entrusted, the educational, professional, or training conditions required for its exercise, the factors strictly related to its performance, and the working conditions under which these activities are actually carried out are equivalent.

Equal pay for work of equal value is a principle asserting that individuals should receive the same remuneration for jobs that, while potentially different in nature, are deemed to have comparable worth or value to the employer. This concept goes beyond 'equal pay for equal work' by considering factors such as skill, effort, responsibility, and working conditions, aiming to eliminate pay disparities that arise from gender-based occupational segregation or undervaluation of roles predominantly held by women.

This principle, explicitly guaranteed in Costa Rica by Act No. 9677 of 2019 amending the Women's Social Equality Law, mandates that compensation should be equal for jobs that, while potentially distinct in their tasks or titles, are deemed to have comparable value based on objective criteria such as skill, effort, responsibility, and working conditions. It goes beyond 'equal pay for equal work' by addressing systemic undervaluation of jobs predominantly held by one gender.

This principle, enshrined in ILO Convention No. 100 and Section 346 of Morocco's Labor Code, mandates that remuneration should be equal for men and women performing jobs that, while potentially different in content, are objectively assessed as having equivalent value based on criteria such as skill, effort, responsibility, and working conditions. The Labor Code Revision Bill aims to strengthen the practical application and enforcement of this principle through clearer definitions and mechanisms.

This fundamental principle, enshrined in EU law and international conventions, dictates that remuneration for work that is the same or objectively comparable in value must be equal, irrespective of gender. The assessment of 'work of equal value' is based on objective, gender-neutral criteria, including skills, effort, responsibility, and working conditions, rather than solely on job titles or market rates, ensuring a fair evaluation of all roles.