Peru Gender Equality Bill

Overview

The Peru Gender Equality Bill 2025 represents a landmark legislative initiative aimed at strengthening the framework for gender equality in the workplace, with a particular focus on achieving pay equity. Proposed by a coalition of parliamentary groups and actively supported by the Ministry of Women and Vulnerable Populations (MIMP) and the Ministry of Labor and Employment Promotion (MTPE), this Bill seeks to address persistent gender pay gaps and discriminatory practices that hinder women's economic empowerment in Peru. It builds upon existing constitutional provisions and international commitments, such as ILO Conventions, by introducing more robust and proactive measures for employers. The Bill's primary purpose is to ensure that all workers receive equal remuneration for work of equal value, irrespective of gender, thereby fostering a more equitable and inclusive labor market across the nation. This legislative effort is a direct response to the recognized need for more effective mechanisms to enforce existing anti-discrimination principles and to align Peru with international best practices in promoting workplace equality.

Historically, Peru has made strides in recognizing gender equality through its Constitution and various laws, including Law No. 30709, which explicitly prohibits wage discrimination between men and women. However, the implementation and enforcement of these provisions have faced significant challenges, often due to a lack of specific regulatory mechanisms, insufficient transparency, and limited proactive oversight. This has led to continued disparities in earnings, career progression, and representation for women in various sectors. The Peru Gender Equality Bill 2025 is designed to overcome these limitations by introducing specific, measurable, and enforceable obligations for employers. It emphasizes transparency, accountability, and proactive measures, moving beyond a reactive complaint-based system to one that encourages self-correction and systemic change within organizations. This legislative push reflects a growing national and international consensus on the importance of addressing structural inequalities in the labor market and ensuring that legal frameworks translate into tangible improvements for workers.

Key innovations within the Bill include mandatory gender pay gap reporting, the requirement for regular pay equity audits, and enhanced protections for employees discussing their wages. It also establishes clear guidelines for job evaluation systems based on objective criteria, aiming to eliminate gender bias in remuneration structures. The Bill is expected to significantly impact Peruvian businesses by requiring them to systematically review and adjust their pay practices, fostering a culture of fairness and transparency. For employees, it promises greater protection against discrimination, clearer avenues for redress, and ultimately, a more equitable working environment. The proposed legislation is a critical step towards realizing the full economic potential of women in Peru and aligning national labor standards with best international practices in gender equality, thereby contributing to sustainable development and social justice.

Definitions

The Peru Gender Equality Bill 2025 establishes a comprehensive set of definitions crucial for its interpretation and application, ensuring clarity and consistency in addressing pay equity. Central to the Bill is the definition of 'Equal Pay for Work of Equal Value,' which extends beyond identical jobs to encompass work that, while different in nature, is deemed equivalent based on objective criteria. This includes factors such as skill, effort, responsibility, and working conditions, as outlined in Article 3 of the Bill. This broad definition is critical for tackling systemic gender-based undervaluation of certain roles, often those predominantly held by women, and aligns with the principles enshrined in ILO Convention No. 100 concerning Equal Remuneration. It ensures that the assessment of work value is not based on subjective biases but on a rigorous, gender-neutral evaluation of job content and requirements, promoting fairness across diverse roles within an organization.

The Bill also precisely defines 'Remuneration' to include all forms of payment and benefits, whether in cash or in kind, paid directly or indirectly by the employer to the worker arising out of their employment. This encompasses not only the basic wage or salary but also allowances, bonuses, commissions, overtime pay, benefits in kind (e.g., housing, company car, health insurance, pension contributions), social security contributions, and any other payments or advantages received by the worker from the employer. This expansive definition ensures that all components of an employee's compensation package are considered when assessing pay equity, preventing employers from circumventing the law by shifting compensation elements outside the basic wage. By covering the full spectrum of compensation, the Bill aims to prevent hidden forms of discrimination that might otherwise go unaddressed.

Furthermore, the Bill introduces and defines key concepts such as 'Gender Pay Gap,' referring to the difference between the average gross hourly earnings of men and women, expressed as a percentage of men's gross hourly earnings. This metric serves as a crucial indicator for reporting and monitoring purposes, providing a quantifiable measure of inequality. 'Wage Discrimination' is defined as any distinction, exclusion, or preference made on the basis of sex which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation, particularly concerning remuneration. This definition covers both direct discrimination (e.g., paying a woman less for the same job as a man) and indirect discrimination (e.g., a seemingly neutral policy that disproportionately disadvantages women). The Bill also defines 'Comparable Work' as work that, when assessed against objective criteria, is found to be of equivalent value, even if the job titles, tasks, or departments differ. These precise definitions are fundamental to the Bill's enforceability and its capacity to drive meaningful change in pay practices, providing a clear legal basis for identifying and rectifying disparities.

Covered Employers

The Peru Gender Equality Bill 2025 outlines specific thresholds and criteria for employers subject to its provisions, ensuring a phased and manageable implementation across the Peruvian economy. Initially, the Bill will apply to all public and private sector employers with 50 or more employees, as stipulated in Article 7. This threshold is designed to focus compliance efforts on larger organizations that typically have more formalized pay structures, greater administrative capacity, and a larger potential impact on the overall gender pay gap. The number of employees will be determined based on the average headcount over the preceding 12 months, calculated at the end of each fiscal year. This method provides a stable measure of employer size, avoiding fluctuations due to seasonal hiring. Employers falling below this threshold are strongly encouraged to voluntarily adopt the Bill's principles and practices, with the Ministry of Labor and Employment Promotion (MTPE) providing guidance and resources tailored for smaller enterprises to support their voluntary compliance efforts.

The Bill also includes explicit provisions for a phased expansion of its coverage to ensure a gradual and sustainable transition for businesses. Within three years of the Bill's entry into force, the threshold for mandatory compliance is expected to be lowered to include employers with 20 or more employees. This expansion will be subject to a comprehensive review by the MTPE and MIMP, which will assess the initial impact, implementation challenges, and overall feasibility of extending the obligations to a broader range of businesses. This gradual approach aims to allow businesses sufficient time to adapt their internal processes, invest in necessary systems, and ensure a smooth transition without imposing undue burdens. Certain sectors, particularly those with a high prevalence of informal employment, unique operational characteristics, or significant economic vulnerabilities, may be subject to tailored guidelines or temporary exemptions, which will be detailed in subsequent regulatory decrees issued by the MTPE in consultation with relevant industry bodies. However, the fundamental principle of equal pay for work of equal value applies universally, regardless of employer size or sector, reinforcing the Bill's overarching commitment to equality.

Exemptions from specific reporting or auditing obligations are limited and will only be granted under exceptional circumstances, such as for newly established businesses during their initial operational phase (e.g., first 12 months) to allow them to stabilize, or for organizations facing severe and documented financial distress, as determined by the MTPE on a case-by-case basis following a rigorous application process. Even in such cases, the core obligation to ensure non-discriminatory pay practices remains, and employers are still expected to adhere to the spirit of the law. The Bill emphasizes that all employers, regardless of size, are strictly prohibited from engaging in wage discrimination based on gender. The phased implementation strategy is intended to balance the imperative of achieving pay equity with the practical realities and administrative capacities of Peruvian businesses, ensuring that the regulatory burden is proportionate while driving significant and measurable progress towards gender equality in remuneration across the entire labor market.

Employee Rights

The Peru Gender Equality Bill 2025 significantly enhances employee rights concerning pay equity, empowering workers to advocate for fair remuneration and providing robust protections against discrimination. Article 10 of the Bill explicitly grants employees the fundamental right to receive equal remuneration for work of equal value, without discrimination based on gender. This right is reinforced by the right to request and receive information regarding the criteria used for determining pay, job classifications, and promotion opportunities within their organization. Employees can submit such requests to their employer, who must provide a clear, objective, and comprehensive response within a specified timeframe, typically 30 calendar days. This provision ensures transparency in pay structures and allows employees to understand the basis of their compensation and career progression, fostering a more informed workforce.

Furthermore, the Bill introduces the crucial right for employees to discuss their wages and working conditions with colleagues without fear of retaliation. Any contractual clause or employer policy that prohibits employees from disclosing or discussing their remuneration is deemed null and void under Article 11, rendering such clauses unenforceable. This provision is critical for fostering transparency and enabling employees to identify potential pay disparities, thereby facilitating the enforcement of equal pay principles. Employers are strictly prohibited from taking any adverse action, such as dismissal, demotion, harassment, denial of promotion, or any other form of detriment, against an employee who exercises their right to discuss wages, request information, or file a complaint related to pay discrimination. Strong anti-retaliation measures are a cornerstone of the Bill, designed to create a safe and supportive environment for employees to assert their rights without fear of negative repercussions, thereby encouraging open dialogue and accountability.

In cases where an employee believes they have been subjected to wage discrimination, the Bill outlines clear and accessible procedures for filing complaints. Employees can first seek internal resolution through their employer's designated grievance mechanism, which employers are mandated to establish and publicize. This internal process is intended to resolve issues efficiently at the organizational level. If an internal resolution is not achieved or is deemed unsatisfactory, employees have the right to file a formal complaint with the National Superintendence of Labor Inspection (SUNAFIL) or initiate legal proceedings before the labor courts. The Bill also allows for collective complaints to be filed by trade unions or employee representatives on behalf of a group of workers, providing a mechanism for addressing systemic issues. These comprehensive rights and procedural safeguards are designed to provide employees with effective tools to challenge and rectify gender-based pay discrimination, ensuring that the principles of the Bill are actively enforced and upheld in practice, leading to a more equitable and just workplace for all.

Pay Transparency Requirements

The Peru Gender Equality Bill 2025 introduces stringent pay transparency requirements aimed at shedding light on remuneration practices and proactively addressing potential gender biases from the earliest stages of employment. Article 14 mandates that employers covered by the Bill must include salary ranges or expected remuneration for all job vacancies advertised externally. This requirement applies comprehensively to all forms of advertising, including online job boards, company websites, social media recruitment platforms, and through recruitment agencies. The disclosed range must be genuine, realistic, and reflect the actual pay scale for the position, based on objective criteria such as required experience, necessary qualifications, and specific job responsibilities. The purpose of this provision is to empower job seekers with critical information, allowing them to make informed decisions about potential employment, negotiate more effectively, and reducing the likelihood of discriminatory pay offers based on gender from the outset of the hiring process. This proactive transparency aims to level the playing field for all applicants.

Beyond external job postings, the Bill also requires employers to establish and maintain internal pay scales or job classification systems that are transparent and accessible to employees. Article 15 stipulates that these systems must be based on objective, gender-neutral criteria for evaluating job roles, such as the complexity of tasks, required skill sets, level of effort, degree of responsibility, and specific working conditions. Employers must clearly communicate these criteria and the general structure of their pay scales to their workforce, ensuring that employees understand how their remuneration is determined and how they can progress within the organization. While individual salaries are not required to be publicly disclosed, the underlying framework, methodologies, and principles governing pay must be transparent, allowing employees to assess the fairness of their compensation relative to comparable roles and to identify any potential systemic biases. This internal transparency fosters trust and empowers employees to engage in constructive dialogue about their pay.

The Bill sets specific deadlines for compliance with these transparency requirements to ensure timely implementation. Employers must ensure that all new job advertisements published after six months from the Bill's entry into force include the mandated salary ranges. Furthermore, internal pay scales and job evaluation methodologies must be fully established, documented, and communicated to employees within 12 months of the Bill's effective date. The Ministry of Labor and Employment Promotion (MTPE) will issue detailed regulatory guidelines on the format, content, and frequency of these disclosures, ensuring consistency and clarity across industries and facilitating employer compliance. These transparency measures are designed to foster a culture of openness, reduce information asymmetry between employers and employees, and serve as a powerful preventative mechanism against gender-based pay discrimination, encouraging employers to proactively review and rectify any existing disparities before they become entrenched.

Reporting & Audit Obligations

The Peru Gender Equality Bill 2025 introduces mandatory reporting and auditing obligations for covered employers, establishing a robust framework for monitoring and addressing gender pay gaps systematically. Article 18 requires employers with 50 or more employees to submit an annual Gender Pay Gap Report to the Ministry of Labor and Employment Promotion (MTPE). This report must detail the average and median remuneration for men and women across different job categories, levels, and contractual types within the organization. It must also include comprehensive information on all components of remuneration, such as basic salary, bonuses, allowances, commissions, and other benefits, providing a holistic picture of total compensation. The first report will be due 18 months after the Bill's entry into force, covering the preceding fiscal year, with subsequent reports due annually thereafter, typically by March 31st of each year. This regular reporting ensures continuous monitoring and accountability.

In addition to reporting, the Bill mandates that employers with 100 or more employees conduct regular Pay Equity Audits. Article 19 specifies that these audits must be performed at least every two years and aim to identify, analyze, and rectify any gender-based pay disparities. The audit methodology must be objective, systematic, and based on criteria such as job evaluation, performance assessments, relevant experience, and qualifications, ensuring a fair comparison of roles. Employers are required to engage qualified internal or external experts to conduct these audits, ensuring impartiality, technical expertise, and credibility. The findings of the pay equity audit, including any identified disparities, their root causes, and the proposed corrective actions, must be submitted to the MTPE along with the annual Gender Pay Gap Report. This dual approach of reporting and auditing ensures both quantitative measurement of pay gaps and qualitative analysis of underlying causes, leading to more targeted and effective interventions.

The MTPE will publish aggregated, anonymized data from the Gender Pay Gap Reports to provide a national and sectoral overview of pay equity trends, fostering public awareness and informing policy development. Individual company reports, however, will remain confidential, accessible only to the regulatory authorities for compliance monitoring and enforcement purposes. Employers found to have significant unexplained gender pay gaps following an audit will be required to develop and implement a comprehensive corrective action plan within a specified timeframe, typically six to twelve months, outlining concrete steps to eliminate the disparities. Failure to submit reports, conduct audits, or implement corrective actions can lead to administrative penalties. These obligations are designed to compel employers to proactively analyze their pay structures, identify the root causes of any gender pay disparities, and take concrete steps towards achieving full pay equity, thereby fostering a more just, transparent, and equitable remuneration system across the Peruvian labor market.

Governance & Enforcement Bodies

The effective implementation and enforcement of the Peru Gender Equality Bill 2025 will primarily rest with key governmental bodies, ensuring a coordinated and robust approach to achieving pay equity across the nation. The Ministry of Labor and Employment Promotion (MTPE) is designated as the central authority responsible for overseeing the Bill's application. Its extensive roles include developing detailed regulatory guidelines and technical standards for reporting and auditing, collecting and analyzing Gender Pay Gap Reports, providing technical assistance and training to employers, and promoting best practices in pay equity through educational campaigns. The MTPE will also be responsible for establishing a dedicated unit or expanding an existing department to manage the influx of data and compliance inquiries related to the Bill, ensuring specialized expertise in gender equality, labor economics, and data analysis. Employers will submit their mandatory reports and audit findings directly to the MTPE through a designated, secure online portal, streamlining the submission process.

Complementing the MTPE's oversight role, the National Superintendence of Labor Inspection (SUNAFIL) will serve as the primary enforcement body. SUNAFIL inspectors will be empowered to conduct proactive inspections, both routine and targeted, investigate complaints of wage discrimination, and verify employer compliance with all provisions of the Bill, including pay transparency, reporting, and audit obligations. Article 22 grants SUNAFIL the authority to request relevant documentation (e.g., payroll records, job descriptions, pay policies), interview employees and management, and issue administrative orders for corrective actions. SUNAFIL will also be responsible for imposing penalties for non-compliance, ensuring that employers adhere to the new legal requirements. A specialized team within SUNAFIL will receive intensive training on gender-sensitive inspection methodologies, the intricacies of job evaluation, and pay equity analysis to effectively carry out their duties, ensuring consistent and fair enforcement across all sectors.

The Ministry of Women and Vulnerable Populations (MIMP) will play a crucial role in advocacy, policy development, and public awareness campaigns related to the Bill. While not directly involved in enforcement, MIMP will collaborate closely with MTPE and SUNAFIL to ensure that the Bill's implementation aligns with broader national gender equality strategies and human rights frameworks. MIMP will also serve as a vital resource for employees seeking information or support regarding their rights under the Bill, potentially offering legal aid, referral services to specialized NGOs, or counseling for victims of discrimination. This multi-agency approach, with clear delineation of responsibilities and strong inter-institutional coordination, aims to create a comprehensive ecosystem for promoting and enforcing pay equity. It ensures that both preventative measures through guidance and awareness, and corrective actions through inspection and penalties, are effectively pursued across the Peruvian labor landscape, maximizing the Bill's impact on gender equality.

Monitoring & Evaluation

The Peru Gender Equality Bill 2025 establishes a robust framework for monitoring and evaluating its effectiveness, ensuring continuous improvement and accountability in achieving pay equity goals. The National Superintendence of Labor Inspection (SUNAFIL) will conduct regular inspections, both routine and in response to specific complaints, to verify employer compliance with the Bill's provisions. These inspections will involve a thorough review of submitted Gender Pay Gap Reports and Pay Equity Audit findings, meticulous examination of payroll records, detailed job descriptions, and all relevant remuneration policies. SUNAFIL inspectors will utilize a standardized methodology to objectively assess whether pay structures are based on objective, gender-neutral criteria and to identify any unexplained pay disparities. The frequency of inspections will be determined by factors such as employer size, sector-specific risks, and previous compliance history, with a strategic focus on high-risk industries or those with a documented history of non-compliance to maximize enforcement efficiency.

Complaint investigation procedures under the Bill are designed to be thorough, impartial, and timely. When a complaint of wage discrimination is filed by an employee or a union, SUNAFIL will initiate a formal investigation, systematically gathering evidence from both the complainant and the employer. This may include conducting interviews with relevant personnel, requesting comprehensive documentation (e.g., employment contracts, performance reviews, job evaluation reports), and engaging expert analysis of job roles and remuneration data. The Bill mandates that investigations be completed within a reasonable timeframe, typically 90 calendar days, with provisions for extensions in particularly complex cases requiring extensive data analysis or multiple interviews. If discrimination is found, SUNAFIL will issue a detailed administrative resolution ordering the employer to cease the discriminatory practice, pay back wages to affected employees, and implement specific corrective measures to prevent future occurrences. The process emphasizes mediation and conciliation where appropriate, but also provides for decisive enforcement actions when necessary to ensure justice for victims.

Beyond individual complaints and inspections, the Ministry of Labor and Employment Promotion (MTPE) will be responsible for the overall monitoring and evaluation of the Bill's broader impact on the national labor market. This includes analyzing aggregated, anonymized data from annual Gender Pay Gap Reports to identify national and sectoral trends, assess the effectiveness of implemented corrective action plans, and measure progress towards reducing the overall gender pay gap in Peru. The MTPE will publish biennial evaluation reports, accessible to the public, detailing the Bill's achievements, identifying persistent challenges, and providing evidence-based recommendations for future policy adjustments or legislative amendments. Evaluation criteria will include key performance indicators such as the percentage reduction in the national gender pay gap, the number of employers achieving full compliance, the resolution rate of discrimination complaints, and the overall awareness of employee rights under the Bill. This continuous monitoring and evaluation cycle is critical for ensuring that the Bill remains a dynamic and effective instrument for promoting gender equality in remuneration and adapting to evolving labor market conditions.

Enforcement & Penalties

The Peru Gender Equality Bill 2025 introduces a clear and escalating system of enforcement and penalties to ensure robust compliance and deter wage discrimination across the Peruvian labor market. Non-compliance with the Bill's provisions will result in administrative sanctions imposed by the National Superintendence of Labor Inspection (SUNAFIL). Penalties are categorized based on the severity of the infraction and the size of the employer, aligning with existing Peruvian labor sanction frameworks to ensure proportionality. For instance, failure to submit the mandatory Gender Pay Gap Report or to conduct a required Pay Equity Audit will be classified as a serious infraction, incurring fines ranging from 10 to 50 Unidades Impositivas Tributarias (UIT) for medium-sized enterprises (50-100 employees) and 50 to 100 UIT for large enterprises (over 100 employees). A UIT is an annually adjusted reference value used for tax and administrative purposes in Peru, ensuring that fines remain relevant to economic conditions.

More severe infractions, such as proven cases of direct wage discrimination based on gender, systematic patterns of pay inequality, or retaliation against an employee who has exercised their rights under the Bill, will be classified as very serious infractions. Fines for such egregious violations can range from 50 to 150 UIT for medium-sized enterprises and 150 to 300 UIT for large enterprises, reflecting the greater harm caused. In addition to monetary fines, SUNAFIL may order employers to implement specific corrective actions, such as adjusting discriminatory pay scales, providing back pay to affected employees (including interest), or developing comprehensive anti-discrimination policies and training programs. Repeat offenses will lead to significantly higher penalties, potentially doubling the initial fine, and may result in more severe consequences such as temporary suspension of business operations, disqualification from public contracts, or even the permanent closure of the establishment for egregious and persistent non-compliance, demonstrating the state's commitment to eradicating discrimination.

Employers have the right to appeal SUNAFIL's administrative resolutions through established administrative channels, first to a higher instance within SUNAFIL and then potentially to the labor courts, ensuring due process. The Bill also clarifies that employees who have suffered wage discrimination may pursue civil claims for damages in labor courts, independent of any administrative penalties imposed by SUNAFIL. This allows victims to seek full compensation for economic and moral damages incurred due to discrimination. In cases of severe and intentional discrimination, particularly those involving systematic patterns of abuse, harassment, or retaliation that violate fundamental human rights, the Bill does not preclude the possibility of criminal liability for responsible individuals, as determined by the Peruvian Penal Code. This multi-layered enforcement mechanism, combining administrative fines, mandatory corrective orders, and robust avenues for judicial redress, is designed to provide strong incentives for compliance and ensure that victims of wage discrimination have effective and comprehensive remedies available to them, thereby upholding justice and equality in the workplace.

Relationship to Other Laws

The Peru Gender Equality Bill 2025 is meticulously designed to complement and significantly strengthen existing Peruvian legal frameworks related to labor and gender equality, rather than supersede them. It builds directly upon Article 24 of the Peruvian Constitution, which unequivocally guarantees the right to equal remuneration for equal work, and Law No. 30709, which specifically prohibits wage discrimination between men and women. The Bill provides the necessary regulatory detail, specific enforcement mechanisms, and proactive measures to make these existing constitutional and statutory principles more actionable, measurable, and enforceable. For instance, while Law No. 30709 broadly prohibits discrimination, the new Bill introduces specific, concrete requirements for pay transparency, mandatory reporting, and regular auditing, which were previously lacking, thereby operationalizing the general prohibition and providing tools for its effective implementation.

The Bill also interacts seamlessly with other relevant labor laws, such as those governing general employment contracts (e.g., Law on Productivity and Labor Competitiveness, Legislative Decree No. 728), working conditions, occupational health and safety, and collective bargaining. It ensures that the principles of pay equity are integrated into all aspects of the employment relationship, from hiring and promotion to termination and benefits. In cases of potential conflict or ambiguity between the provisions of this Bill and other existing labor legislation, the Bill stipulates that the provisions most favorable to the worker shall apply, consistent with general principles of Peruvian labor law and the pro-operario principle. This ensures that the Bill enhances, rather than diminishes, existing worker protections. Furthermore, the Bill explicitly references and aligns with international labor standards ratified by Peru, particularly ILO Convention No. 100 on Equal Remuneration and ILO Convention No. 111 on Discrimination (Employment and Occupation). These international instruments serve as guiding principles for the Bill's interpretation and application, ensuring that Peru's domestic legislation meets global best practices in gender equality and human rights.

The Bill's provisions on enforcement and penalties will integrate with the existing powers and procedures of the National Superintendence of Labor Inspection (SUNAFIL) and the labor courts. It clarifies and expands SUNAFIL's authority to investigate and sanction wage discrimination, providing specific guidelines for such actions and enhancing its capacity to act decisively. Similarly, the Bill does not alter the fundamental structure of labor litigation but provides a stronger and more explicit legal basis for employees to pursue claims of pay discrimination, including the right to seek back pay, damages, and other forms of redress. It also reinforces the role of trade unions in advocating for pay equity through collective bargaining and collective complaints. By clearly defining its relationship with existing national laws and international commitments, the Peru Gender Equality Bill 2025 aims to create a cohesive, comprehensive, and mutually reinforcing legal framework that effectively addresses gender pay inequality without creating unnecessary legal conflicts or ambiguities, thereby reinforcing the overall protection of workers' rights and promoting a fairer labor market in Peru.

International Context

The Peru Gender Equality Bill 2025 is firmly rooted in and significantly influenced by international labor standards and global trends in gender equality legislation. Peru is a signatory to numerous international instruments that advocate for equal pay and non-discrimination, most notably the International Labour Organization (ILO) Conventions. ILO Convention No. 100, concerning Equal Remuneration for Men and Women Workers for Work of Equal Value, and ILO Convention No. 111, concerning Discrimination in Respect of Employment and Occupation, serve as foundational principles for the Bill. The Bill's emphasis on 'work of equal value,' objective job evaluation criteria, and the prohibition of both direct and indirect discrimination directly reflects the core tenets of these conventions, demonstrating Peru's commitment to fulfilling its international obligations. The Bill also aligns with the United Nations Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), which calls upon State Parties to take all appropriate measures to eliminate discrimination against women in the field of employment, including the right to equal remuneration and equal opportunities.

Globally, there has been a significant and growing movement towards greater pay transparency and proactive measures to close the gender pay gap. The Peru Gender Equality Bill 2025 draws considerable inspiration from legislative developments in other progressive jurisdictions, particularly within the European Union and several Latin American countries. For instance, the recent EU Pay Transparency Directive (Directive (EU) 2023/970) mandates similar comprehensive requirements for pay gap reporting, joint pay assessments (audits), and salary range disclosure in job advertisements, setting a high benchmark for member states. Countries like Iceland, the United Kingdom, and Australia have also implemented various forms of gender pay gap reporting and transparency measures, providing valuable lessons and models for effective legislation. By incorporating mandatory reporting, regular pay equity audits, and enhanced employee rights, Peru is positioning itself among the leading nations actively addressing systemic pay inequality. This international context underscores the Bill's progressive nature and its significant contribution to the global effort to achieve Sustainable Development Goal 5 (Gender Equality) and Goal 8 (Decent Work and Economic Growth), particularly target 8.5 on achieving full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.

Implementation Timeline

Compliance Checklist

Sources and References