Lithuania Equal Opportunities Law
The Republic of Lithuania Law on Equal Opportunities
Lithuania
RET-LT-NA-LITHUAN-2003
The Republic of Lithuania Law on Equal Opportunities (2003) is a foundational act ensuring equal rights and prohibiting discrimination across various protected characteristics, including gender, race, age, and disability. It establishes the Equal Opportunities Ombudsperson to investigate complaints and enforce compliance. The law mandates pay transparency, equal pay for work of equal value, and is being further strengthened by the EU Pay Transparency Directive, introducing enhanced reporting obligations and penalties for non-compliance to address gender pay gaps.
Overview
The Republic of Lithuania Law on Equal Opportunities, identified as Document ID: RET-LT-NA-LITHUAN-2003, is formally known as the Law on Equal Treatment (No. IX-1826), adopted on November 18, 2003, and entering into force on January 1, 2005. This foundational legislation serves to implement Article 29 of the Constitution of the Republic of Lithuania, which establishes the equality of all persons and prohibits the restriction of human rights or the granting of privileges based on various grounds. Its primary purpose is to ensure the comprehensive implementation of equal rights and to prohibit any form of discrimination across a broad spectrum of protected characteristics, extending beyond gender to include race, nationality, citizenship, language, origin, social status, faith, beliefs or views, age, sexual orientation, and disability. This law represents a significant step in Lithuania's commitment to human rights and non-discrimination, aligning its national legal framework with international standards and European Union directives.
Historically, the Law on Equal Treatment built upon the earlier Law on Equal Opportunities for Women and Men (No. VIII-947), adopted on December 1, 1998, which specifically addressed gender-based discrimination. The 2003 law broadened the scope of protection, reflecting Lithuania's ongoing process of harmonizing its legislation with European Union legal acts, including Directives 2000/43/EC, 2000/78/EC, 2006/54/EC, 2010/41/EU, and 2014/54/EU. This harmonization was a crucial aspect of Lithuania's accession to the EU, fostering a more robust framework for gender equality and anti-discrimination. The law established the legal bases and powers of the Equal Opportunities Ombudsperson, a key independent institution responsible for supervising its implementation and investigating complaints of discrimination.
The significance of the Law on Equal Treatment lies in its comprehensive approach to combating discrimination and promoting equal opportunities across various societal domains, including employment, education, and the provision of goods and services. It introduced key innovations such as the transfer of the burden of proof to the defendant in discrimination cases, a measure designed to enhance the protection of individuals' rights. Furthermore, the law, alongside the Labour Code, forms the bedrock for pay equity principles in Lithuania. Recent and upcoming amendments, particularly those driven by the EU Pay Transparency Directive (2023/970), are further strengthening provisions related to pay transparency, gender pay gap reporting, and the remediation of unjustified pay disparities. These ongoing developments underscore the dynamic nature of Lithuania's legal landscape in striving for genuine equality and non-discrimination in the workplace and beyond.
Definitions
The Law on Equal Treatment provides clear definitions for key concepts to ensure consistent application and understanding of its provisions. At its core, "Equal opportunities" is defined as the implementation of human rights enshrined in international and national legal documents, irrespective of an individual's gender, race, nationality, citizenship, language, origin, social status, faith, beliefs or views, age, sexual orientation, disability, ethnic origin, or religion. This broad definition emphasizes the universal nature of human rights and their application to all individuals within Lithuanian society. It serves as the overarching principle guiding the law's objectives, aiming to create a society where every person has an equitable chance to thrive.
"Discrimination" is comprehensively defined to include direct and indirect discrimination, harassment, sexual harassment, and even an instruction to discriminate. "Direct discrimination" occurs when one person is treated less favorably on grounds of a protected characteristic than another is, has been, or would be treated in a comparable situation. For instance, offering a lower salary to a woman than a man for the same job, solely based on gender, would constitute direct discrimination. "Indirect discrimination" refers to an act or omission, legal provision, assessment criterion, or practice that, while formally neutral or the same for all, may put or puts persons sharing a particular protected characteristic at a particular disadvantage compared with others. This is prohibited unless such a measure is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary. An example could be a height requirement for a job that disproportionately excludes women, without a genuine occupational requirement.
Furthermore, the law explicitly defines forms of unwanted conduct. "Harassment" is unwanted behavior intended to offend or violate a person's dignity due to a protected characteristic, creating an intimidating, hostile, degrading, or offensive environment. "Sexual harassment" is a specific type of harassment involving unwanted offensive verbal, written, or physical behavior of a sexual nature, which offends a person's dignity and creates an adverse environment. These definitions are crucial for identifying and addressing various manifestations of discrimination, ensuring that individuals are protected not only from overt acts of prejudice but also from subtle or systemic disadvantages and hostile environments. The Labour Code further reinforces the principle of "equal pay for work of the same or equal value," prohibiting employers from applying less favorable terms of payment based on gender or other protected characteristics.
Covered Employers
The Republic of Lithuania Law on Equal Treatment applies broadly to a wide range of entities within the country, ensuring that the principles of equality and non-discrimination are upheld across various sectors. Specifically, the law mandates that state and municipal institutions, educational institutions, workplaces (employers), providers of goods and services, and professional organizations must ensure equal opportunities for all individuals. This comprehensive scope means that both public and private sector entities are bound by the law's provisions, prohibiting discrimination on the grounds of sex, race, nationality, citizenship, language, origin, social status, faith, beliefs or views, age, sexual orientation, and disability.
While the Law on Equal Treatment itself does not specify employer size thresholds for general anti-discrimination provisions, other related legislation, particularly the Labour Code, introduces specific thresholds for certain obligations, especially concerning pay equity and transparency. For instance, the Labour Code currently mandates that employers with 20 or more employees are required to provide gender pay gap information to their works councils or employer-level trade unions annually upon request. These employers must also establish formal pay systems designed to ensure equal pay for equal work or work of equal value, including stipulating pay ranges, variable pay principles, and pay indexation procedures, developed in collaboration with employee representatives.
Looking ahead, the transposition of the EU Pay Transparency Directive will significantly impact covered employers. While the existing reporting threshold of 20+ employees for internal disclosure is expected to be maintained, the obligations will expand to include category-level reporting. Furthermore, under the proposed amendments, the requirement to have formal pay systems will extend to all employers, regardless of size, ensuring broader adherence to gender-neutral job categorization criteria. Employers with 50 or more employees will also be required to disclose their pay increase processes. These evolving requirements demonstrate a clear trend towards increased accountability and transparency for a wider array of employers in Lithuania, with a scheduled implementation date for the EU Directive-aligned reforms expected by June 7, 2026.
Employee Rights
Under the Republic of Lithuania Law on Equal Treatment, employees are endowed with a robust set of rights designed to protect them from discrimination and ensure fair treatment in the workplace. A fundamental right is the ability to apply for objective and impartial assistance from the Equal Opportunities Ombudsperson of the Republic of Lithuania if they believe they have been subjected to discriminatory actions, harassment, or sexual harassment. This right is crucial as it provides an accessible avenue for redress outside of formal court proceedings. Employees also have the right to demand compensation for material and non-material damages from individuals or entities found guilty of discrimination, in accordance with established legal procedures.
A significant protective measure within the law is the provision for the transfer of the burden of proof in discrimination cases. This means that when a complaint of discrimination is being dealt with, the defendant (e.g., the employer) must prove that the principle of equal opportunities was followed, rather than the complainant having to definitively prove discrimination. This shift aims to alleviate the evidentiary burden on individuals who may have limited access to information held by the employer. Furthermore, the law explicitly prohibits employers from applying less favorable terms of employment, transfer, or payment for the same work or work of equal value due to a person's gender or other protected characteristics. It also forbids creating worse working conditions, imposing disciplinary penalties, changing working conditions, transferring, or terminating employment contracts based on discriminatory grounds.
With the upcoming transposition of the EU Pay Transparency Directive, employee rights regarding pay equity are set to be significantly enhanced. Employees will gain the right to request information about their individual pay level and how it compares to the average pay, disaggregated by gender, for workers performing comparable roles. Employers will be obligated to provide this information in writing and annually notify workers of these rights and the procedures for exercising them. Importantly, employees cannot be prohibited from disclosing their own pay for the purpose of enforcing equal pay rights. If pay discrepancies are identified and cannot be justified, employers will be required to explain them and take corrective action within six months. These new provisions empower employees with greater transparency and tools to challenge potential pay discrimination.
Pay Transparency Requirements
Lithuania has already implemented several robust pay transparency measures, which are being further enhanced by the upcoming transposition of the EU Pay Transparency Directive. A key existing requirement, in force since July 2019, mandates the disclosure of salary ranges in all job advertisements. This means that job postings must include either a specific salary or hourly rate, or a clear salary range for the position, providing applicants with essential information upfront. Additionally, Lithuanian law includes a ban on employers inquiring about a job applicant's current or past salary history, a measure designed to prevent the perpetuation of historical pay discrimination.
The draft proposals for transposing the EU Pay Transparency Directive, presented in May 2025, will introduce further significant obligations. Employers will be prohibited from asking candidates about their salary history before an employment contract is concluded. Furthermore, before contract discussions or signing, employers must provide information about any applicable collective agreements. These measures aim to ensure that pay decisions are based on objective criteria related to the job itself, rather than an applicant's previous earnings, and that candidates are fully informed about their potential remuneration and terms of employment.
Beyond recruitment, the new legislation will strengthen employees' rights to information about pay. Workers or their representatives will be able to request annual pay gap data by job category. Employers will be required to provide a written comparison of an individual's pay to the average pay, disaggregated by gender, for workers in comparable roles. If pay gaps of 5% or more are identified and cannot be objectively justified, the employer must take action to remediate these disparities within six months. Employers will also be required to annually notify workers of their right to request this pay information and how to exercise it. These comprehensive transparency requirements are designed to empower employees, facilitate the identification of pay discrimination, and drive employers towards greater pay equity.
Reporting & Audit Obligations
Lithuania has established reporting obligations for employers concerning gender pay gaps, primarily through its Labour Code. Currently, employers with 20 or more employees are required to share pay gap information annually with their works council or an employer-level trade union upon request. This internal disclosure typically includes average remuneration by occupational group and gender, excluding managers, provided there are at least two employees in each group. While there is no fixed submission date for this internal reporting, the expectation is that it is provided on a yearly basis, often by April 1. In addition to these employer-level requirements, Lithuania's State Social Insurance System (SoDra) plays a crucial role by annually publishing public data on average wages by gender across all employers with 8 or more employees (and at least 4 of each gender), based on data already available to the government.
The upcoming transposition of the EU Pay Transparency Directive will significantly expand and formalize these reporting and audit obligations. While the current draft legislation proposes to maintain the reporting threshold at 20+ employees for internal disclosure, it will expand the obligations to include category-level reporting, requiring more granular data. Employees or their representatives will have the right to request annual pay gap data by job category, and employers must provide explanations and resolve unjustified pay disparities within six months if a gap of 5% or more is identified. This individual-level transparency is distinct from broader institutional reporting, which may trigger joint pay assessments through a separate forthcoming procedure.
Furthermore, the new requirements will introduce stronger joint job grading and pay increase disclosure obligations. Employers with 50 or more employees will need to disclose their pay increase processes. The pay system itself will need to have work categories based on gender-neutral criteria, such as skills (including social-emotional), effort, responsibility, and working conditions, developed in collaboration with employee representatives. While some details regarding periodic government reporting and joint pay assessments are expected to be addressed in separate, later amendments by Social Insurance and Labour Inspection institutions, the overall direction is towards more comprehensive, transparent, and actionable reporting to identify and rectify gender pay gaps. Employers are advised to proactively update their job classification and grading structures and implement intersectional pay analyses to prepare for these enhanced obligations, with the full alignment expected by the June 2026 deadline.
Governance & Enforcement Bodies
The primary institution responsible for the governance and enforcement of the Republic of Lithuania Law on Equal Treatment, as well as the Law on Equal Opportunities for Women and Men, is the Office of the Equal Opportunities Ombudsperson (Lygių galimybių kontrolieriaus įstaiga). Established by the Parliament (Seimas) in 1999, the Ombudsperson is an independent state institution, accountable to the Parliament, and operates independently of the government, parliament, and courts. Its mission is to safeguard equal rights and the principle of non-discrimination across all protected grounds, including sex, race, ethnicity, citizenship, language, origin, social status, religion or beliefs, age, sexual orientation, and disability.
The Ombudsperson's roles are multifaceted. It conducts independent investigations into cases of discrimination and harassment, covering spheres such as education, employment, provision of goods and services, and advertisements. Upon concluding an investigation, the Ombudsperson issues a decision on whether a violation of rights has occurred and recommends corrective actions. Beyond individual complaints, the Ombudsperson conducts independent surveys on the situation of discrimination, publishes reports, and provides conclusions and recommendations to state and municipal institutions for improving legal acts and equal rights policy. The office also engages in preventive and educational activities to raise public awareness about human rights and equal opportunities.
Significant amendments to the Law on Equal Treatment in 2016 (effective January 1, 2017) introduced higher standards of independence and competence for the Equal Opportunities Ombudsperson. The Ombudsperson must now hold a university master's degree in law and possess at least ten years of professional experience in the legal profession or state/municipal institutions. The number of terms of office was limited to two successive five-year terms to ensure impartiality. Complaint investigation time limits were also equalized with those of other Ombudspersons in Lithuania, requiring a complaint to be investigated and a reply provided within three months from receipt, with a 10-day limit for returning unexamined complaints. Individuals can contact the Ombudsperson's office via email ([email protected]) or phone (+370 520 50640) for assistance, though the Ombudsperson cannot act as a personal lawyer or represent individuals in court.
Monitoring & Evaluation
The monitoring and evaluation of the Republic of Lithuania Law on Equal Treatment are primarily spearheaded by the Equal Opportunities Ombudsperson. This independent state institution is tasked with a broad mandate to ensure the effective implementation of the law and to identify areas where equal opportunities are not being adequately realized. The Ombudsperson conducts independent investigations into alleged cases of discrimination and harassment, which can arise from complaints filed by individuals. These investigations cover various domains, including employment, education, and access to goods and services, and are crucial for addressing specific instances of rights violations.
Beyond individual complaint resolution, the Ombudsperson's office undertakes independent surveys and analyses of the overall discrimination situation in Lithuania. This proactive approach allows for a broader understanding of systemic issues and emerging trends in inequality. The findings from these surveys are then used to publish independent reports, which provide valuable insights into the state of equal opportunities. Based on these findings, the Ombudsperson formulates and issues conclusions and recommendations on discrimination-related issues, as well as proposals to state and municipal institutions for improving legal acts and refining equal rights implementation policies. This advisory role is vital for driving legislative and policy reforms aimed at strengthening anti-discrimination measures.
The process for handling complaints is clearly defined, with specific time limits to ensure efficiency and fairness. A complaint must be investigated and a reply provided to the complainant within three months from the day of its receipt. If the Ombudsperson decides not to examine a complaint, it must be returned to the complainant within 10 days. These timeframes, updated in 2016, align the Ombudsperson's procedures with those of other oversight bodies in Lithuania. The Ombudsperson also engages in preventive and educational activities, disseminating information about equal opportunities to foster public awareness and compliance. The ongoing monitoring and evaluation efforts, including the analysis of gender pay gap data published by the State Social Insurance System (SoDra), contribute to a continuous assessment of Lithuania's progress towards achieving genuine equality and inform future policy adjustments, particularly in light of the EU Pay Transparency Directive.
Enforcement & Penalties
The Republic of Lithuania Law on Equal Treatment, in conjunction with related legislation like the Labour Code and the Administrative Code, establishes a framework for enforcement and penalties to deter discrimination and ensure compliance. Individuals who believe their equal opportunities have been violated have the right to seek redress, including demanding compensation for both material and non-material damages from the guilty parties. This provision allows victims of discrimination to recover losses and receive recognition for the harm suffered. A critical aspect of enforcement is the shift in the burden of proof: in discrimination cases, the defendant must demonstrate that the principle of equal opportunities was adhered to, rather than the complainant bearing the full burden of proving discrimination.
For employers and other entities failing to meet their obligations, specific penalties are in place. Currently, employers can face fines ranging from €240 to €280 for failing to meet pay transparency requirements. However, with the upcoming transposition of the EU Pay Transparency Directive, these penalties are set to increase significantly. Draft legislation proposes a minimum fine of €400, with a maximum penalty of up to €6,000 for failure to disclose or report pay information, or for non-compliance with the established pay system. This substantial increase aims to ensure that penalties are sufficiently deterrent, as required by the EU Directive, and to encourage robust compliance from employers.
Beyond monetary fines, non-compliant employers may face additional obligations. These can include being compelled to explain or adjust their pay systems and to undergo remediation processes to correct identified pay disparities. The Ombudsperson, through its investigative powers, can issue decisions on violations and recommend specific actions to prevent future discrimination. While the Ombudsperson primarily focuses on administrative remedies and recommendations, the possibility of judicial or administrative proceedings remains, particularly when employee or employer organizations, with the consent of the affected person, represent them in legal actions. The tiered penalty structure and the emphasis on corrective action underscore Lithuania's commitment to not only punishing non-compliance but also fostering a proactive approach to achieving genuine equal opportunities and pay equity.
Relationship to Other Laws
The Republic of Lithuania Law on Equal Treatment (2003) operates within a comprehensive legal framework, interacting with and complementing several other key national and international legal instruments. Fundamentally, it ensures the implementation of Article 29 of the Constitution of the Republic of Lithuania, which enshrines the equality of all persons before the law and prohibits restrictions on human rights or the granting of privileges based on various grounds. This constitutional principle forms the bedrock upon which the Law on Equal Treatment is built, providing its overarching authority and purpose.
A crucial relationship exists with the earlier Law on Equal Opportunities for Women and Men (1998). While the 2003 Law on Equal Treatment broadened the scope of protected characteristics beyond gender, the 1998 law remains in force, specifically addressing sex-based discrimination. Both laws are enforced by the Equal Opportunities Ombudsperson, ensuring a cohesive approach to anti-discrimination efforts. Furthermore, the Lithuanian Labour Code plays a significant role, particularly in the context of employment and pay equity. It mandates equal pay for equal work or work of equal value and sets specific requirements for employers regarding pay gap reporting and the establishment of formal pay systems. The Law on Equal Treatment also aims to ensure the application of various European Union legal acts, having transposed Directives 2000/43/EC, 2000/78/EC, 2006/54/EC, 2010/41/EU, and 2014/54/EU, thereby aligning national law with broader EU anti-discrimination standards.
Most recently, the Law on Equal Treatment and the Labour Code are undergoing significant amendments to transpose the EU Pay Transparency Directive (2023/970). This directive introduces new and enhanced requirements for pay transparency, gender pay gap reporting, and joint pay assessments, which will build upon and strengthen Lithuania's existing framework. For instance, while Lithuania already requires salary range disclosure in job advertisements and bans salary history inquiries, the new directive will expand employee rights to pay information and mandate remediation for unjustified pay gaps exceeding 5%. The draft legislation also amends the Administrative Code to introduce tiered penalties for non-compliance. This ongoing legislative evolution demonstrates Lithuania's commitment to continuously improving its legal protections against discrimination and promoting pay equity, ensuring that its national laws remain robust and in harmony with international and European Union obligations.
International Context
Lithuania's legal framework for equal opportunities and pay equity is deeply embedded within an international context, primarily shaped by its membership in the European Union and its adherence to international human rights conventions. The process of accession to the EU played a crucial role in fostering gender equality and mainstreaming in Lithuania's national policies and legislation, requiring all public documents to meet EU standards. The Law on Equal Treatment (2003) explicitly aims to ensure the application of various EU legal acts, having transposed several key anti-discrimination directives, including 2000/43/EC (Racial Equality Directive), 2000/78/EC (Employment Equality Directive), 2006/54/EC (Recast Gender Equality Directive), 2010/41/EU (Self-Employed Women Directive), and 2014/54/EU (Free Movement of Workers Directive). This harmonization ensures that Lithuania's national laws provide a level of protection consistent with broader European standards.
A significant recent development is the ongoing transposition of the EU Pay Transparency Directive (2023/970), which mandates new requirements for pay transparency and gender pay gap reporting across all EU member states. Lithuania is actively working to align its Labour Code and Law on Equal Treatment with this directive, with draft proposals presented in May 2025 and a proposed implementation date of June 7, 2026. This directive will introduce enhanced obligations such as category-level pay gap reporting, the right for employees to request pay information, a ban on salary history inquiries, and a requirement for employers to remediate unjustified pay gaps exceeding 5%. These measures reflect a global trend towards greater transparency and accountability in addressing gender pay disparities, building on principles enshrined in international instruments.
Beyond the EU, Lithuania is a party to numerous international treaties that underpin its commitment to equal opportunities. While not explicitly detailed in the search results as directly transposed by the 2003 law, Lithuania has ratified key International Labour Organization (ILO) Conventions, such as Convention No. 100 concerning Equal Remuneration for Men and Women Workers for Work of Equal Value, and Convention No. 111 concerning Discrimination in Respect of Employment and Occupation. These ILO conventions establish fundamental principles of non-discrimination and equal pay, which are reflected in Lithuania's national legislation, including the Labour Code and the Law on Equal Treatment. The country's engagement with international human rights bodies, such as the UN Human Rights Committee, further reinforces its obligations to continuously review and strengthen its legal and institutional mechanisms for promoting and protecting human rights and equal opportunities for all.
Implementation Timeline
| Date | Milestone | Status |
|---|---|---|
| 1 December 1998 | Law on Equal Opportunities for Women and Men (No. VIII-947) adopted by Seimas | Adopted |
| 1 March 1999 | Law on Equal Opportunities for Women and Men (No. VIII-947) entered into effect | In Force |
| 20 April 1999 | First Equal Opportunities Ombudsperson appointed | Implemented |
| 25 May 1999 | Office of the Equal Opportunities Ombudsperson established | Implemented |
| 18 November 2003 | Republic of Lithuania Law on Equal Treatment (No. IX-1826) adopted | Adopted |
| 1 January 2005 | Republic of Lithuania Law on Equal Treatment (No. IX-1826) entered into force | In Force |
| 2016 | Significant amendments to Law on Equal Treatment and Law on Equal Opportunities for Women and Men | Adopted |
| 1 January 2017 | Amendments to national anti-discrimination legislation (including Ombudsperson's powers) entered into force | In Force |
| July 2019 | Salary range disclosure in job advertisements required (via Labour Code) | In Force |
| May 2025 | Draft proposals for transposing EU Pay Transparency Directive presented to Tripartite Council | Proposed |
| 12 September 2025 | Official draft legislation for EU Pay Transparency Directive registered | Proposed |
| June 2026 | Expected full alignment with EU Pay Transparency Directive | Awaiting Entry |
| 7 June 2026 | Proposed implementation date for EU Pay Transparency Directive aligned reforms | Awaiting Entry |
Compliance Checklist
| Requirement | Action Required | Deadline |
|---|---|---|
| Prohibit discrimination on all protected grounds | Ensure policies and practices prevent discrimination based on sex, race, nationality, citizenship, language, origin, social status, faith, beliefs, age, sexual orientation, disability, ethnic origin, religion. | Ongoing |
| Ensure equal pay for work of equal value | Establish and maintain pay systems that guarantee equal remuneration for work of the same or equal value, regardless of gender or other protected characteristics. | Ongoing |
| Disclose salary ranges in job advertisements | Include a basic starting salary or salary range in all job postings. | Ongoing (since July 2019) |
| Ban salary history inquiries | Do not ask job applicants about their current or past salary history. | Ongoing |
| Provide pay gap information to employee representatives (20+ employees) | Annually provide gender pay gap data by occupational group (excluding managers, if applicable) to works councils or trade unions upon request. | Annually (e.g., by April 1) |
| Establish formal pay systems (20+ employees, soon all employers) | Collaborate with employee representatives to establish formal pay systems, including base pay bands, variable compensation principles, and pay indexation procedures. Ensure gender-neutral job categorization criteria. | Ongoing (for 20+ employees); By June 7, 2026 (for all employers) |
| Disclose pay increase processes (50+ employees) | For employers with 50 or more employees, disclose procedures for salary increases. | By June 7, 2026 (proposed) |
| Respond to employee requests for pay information | Provide employees with a written comparison of their pay to the average pay by gender for comparable roles upon request. Annually notify employees of this right. | By June 7, 2026 (proposed) |
| Remediate unjustified pay gaps > 5% | If a gender pay gap of 5% or more is identified and cannot be justified, take action to correct it within six months. | By June 7, 2026 (proposed) |
| Ensure non-retaliation | Protect employees who testify, provide explanations, or file complaints regarding discrimination from persecution or adverse treatment. | Ongoing |
| Comply with Ombudsperson's decisions and recommendations | Adhere to decisions and implement recommendations issued by the Equal Opportunities Ombudsperson following investigations. | As required |
| Prepare for category-level pay gap reporting | Update internal systems and data collection to enable reporting of pay gaps by categories of workers, disaggregated by gender. | By June 7, 2026 (proposed) |
Sources and References
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