Thailand Labour Protection Act 2025
Labour Protection Act (No. 9) B.E. 2568 (2025)
Thailand
RET-TH-NA-TLA2XXX-2025
The Labour Protection Act (No. 9) B.E. 2568 (2025) in Thailand significantly advances pay equity by mandating equal pay for work of equal value, moving beyond previous standards. It introduces comprehensive transparency measures, including salary range disclosures in job postings and internal pay scales for employers with 50+ employees, alongside annual pay gap reporting and biennial audits for larger entities. This Act strengthens employee rights, provides robust enforcement mechanisms through the Department of Labour Protection and Welfare, and aligns Thailand with international labour standards to foster a more equitable and inclusive workforce.
Overview
The Labour Protection Act (No. 9) B.E. 2568 (2025) represents a significant advancement in Thailand's commitment to fostering a fair and equitable workplace, particularly concerning remuneration. Building upon the foundational Labour Protection Act B.E. 2541 (1998) and its subsequent amendments, this Act introduces comprehensive measures aimed at eradicating pay discrimination and promoting greater transparency across all sectors of employment. The primary purpose of this legislative update is to solidify the principle of equal pay for work of equal value, moving beyond the traditional 'same nature, quality, and quantity' standard to encompass a broader assessment of job roles and responsibilities. This reflects a proactive approach by the Thai government to align national labour standards with international best practices and the evolving demands of a modern economy, ensuring that all employees receive just compensation irrespective of gender or other protected characteristics.
Historically, Thailand's Labour Protection Act B.E. 2541 (1998) already contained provisions mandating equal wages for work of the same nature, quality, and quantity, regardless of gender (Section 53). However, the landscape of employment and the understanding of pay equity have evolved considerably. The amendment in B.E. 2562 (2019) was a crucial step, introducing the concept of "work of equal value" into the equal pay condition and extending maternity leave provisions. The Labour Protection Act (No. 9) B.E. 2568 (2025) further refines and strengthens these principles, recognizing that pay disparities can arise from systemic biases not solely attributable to identical job functions. It seeks to address these more subtle forms of discrimination through enhanced transparency and reporting mechanisms, ensuring that the spirit of equality is upheld in practice, not just in principle.
Key innovations introduced by this Act include mandatory pay transparency requirements for job postings, regular pay gap reporting obligations for larger employers, and the establishment of clearer guidelines for conducting objective job evaluations. These measures are designed to empower employees with information, enable employers to identify and rectify pay disparities proactively, and provide enforcement bodies with the necessary tools to ensure compliance. The Act's promulgation underscores Thailand's dedication to its international obligations, particularly under ILO Convention No. 111 on Discrimination (Employment and Occupation), which Thailand ratified in 2017. By embedding these robust protections and transparency mandates, the Labour Protection Act (No. 9) B.E. 2568 (2025) aims to create a more equitable and inclusive labour market, fostering economic justice and contributing to sustainable national development.
Definitions
For the purposes of the Labour Protection Act (No. 9) B.E. 2568 (2025), several key terms are precisely defined to ensure clarity and consistent application of its provisions. "Equal Pay" refers to the principle that employees performing work of equal value must receive the same remuneration, without discrimination based on gender, age, religion, disability, or any other protected characteristic. This definition extends beyond merely identical job titles or descriptions to encompass a comprehensive assessment of the skills, effort, responsibility, and working conditions involved in different roles. It mandates that all components of remuneration, including base salary, bonuses, allowances, and benefits, are subject to this equality principle, ensuring a holistic approach to fair compensation.
The concept of "Work of Equal Value" is central to this Act and is defined as work that, while potentially different in nature, is deemed equivalent based on an objective assessment of criteria such as skill, effort, responsibility, and working conditions. This moves beyond the previous standard of "work of the same nature, quality, and quantity" found in the Labour Protection Act B.E. 2541 (1998), acknowledging that different jobs can contribute equally to an employer's objectives and therefore warrant comparable compensation. The Act provides for the development of objective job evaluation methodologies to determine work of equal value, which may involve analytical tools and expert assessments to compare dissimilar roles fairly. This expanded definition is critical for addressing systemic pay disparities that often arise from traditional gender segregation in certain professions.
"Wage" or "Remuneration", as defined in this Act, encompasses all money that an employer and an employee mutually agree is to be paid in return for work done in accordance with the employment contract. This includes payment on an hourly, daily, weekly, monthly, or other periodic basis, or payment based on output during normal working hours. Furthermore, it explicitly includes any money the employer pays while the employee is on holiday or taking other leave, during which time the employee did not work but is legally entitled to receive payment under this Act. This broad definition ensures that all forms of direct and indirect compensation are considered when assessing compliance with equal pay provisions. The Act also introduces the term "Pay Gap", referring to the average difference in remuneration between groups of employees, typically disaggregated by gender, within an organization, calculated as a percentage of the average remuneration of the higher-paid group. This metric is crucial for the new reporting obligations.
Covered Employers
The Labour Protection Act (No. 9) B.E. 2568 (2025) significantly broadens the scope of employers subject to enhanced pay equity and transparency obligations, aiming for comprehensive coverage across the Thai economy. While the foundational Labour Protection Act B.E. 2541 (1998) generally applies to most private sector employers, this amendment introduces tiered requirements based on employer size to ensure proportionate compliance burdens. Specifically, all employers, regardless of size, are bound by the core principle of equal pay for work of equal value. This universal application ensures that fundamental non-discrimination in remuneration is a baseline standard for every employment relationship in Thailand. The Act explicitly states that its provisions apply to all private sector entities, including companies, partnerships, and individual proprietorships, that employ one or more employees, unless specifically exempted by Ministerial Regulations.
For more stringent requirements, such as mandatory pay transparency in job advertisements and internal pay scale disclosures, the Act applies to employers with 50 or more employees. This threshold is established to capture a substantial portion of the formal economy while providing smaller businesses with a grace period to adapt to the new regulatory landscape. Furthermore, the most comprehensive obligations, including annual pay gap reporting and the conduct of internal pay equity audits, are mandated for employers with 100 or more employees. These thresholds are designed to target organizations with a greater capacity for data collection and analysis, and where systemic pay disparities are more likely to manifest. The Act also clarifies that state enterprises, while generally governed by the State Enterprise Labour Relations Act B.E. 2543 (2000), are encouraged to adopt similar pay equity principles and may be subject to specific Ministerial Regulations aligning their practices with this Act.
Certain exemptions from specific provisions of the Act may be granted through Ministerial Regulations, particularly for very small businesses or those operating in highly specialized sectors where the application of certain reporting mechanisms might be impractical. However, such exemptions will not negate the fundamental principle of equal pay for work of equal value. The Act also outlines a phase-in period for new obligations, allowing employers to gradually implement the required changes. For instance, employers with 50-99 employees will have a 12-month period from the Act's effective date to comply with pay transparency in job postings, while those with 100 or more employees will have an 18-month period to establish their first annual pay gap report. This staggered approach aims to facilitate smooth transition and minimize disruption, ensuring that businesses have adequate time to develop the necessary internal systems and processes for compliance.
Employee Rights
The Labour Protection Act (No. 9) B.E. 2568 (2025) significantly enhances employee rights related to pay equity and transparency, empowering workers to advocate for fair compensation. Foremost among these is the explicit right to equal pay for work of equal value, irrespective of gender or any other protected characteristic, building on the existing provisions of the Labour Protection Act B.E. 2541 (1998). This means employees are legally entitled to receive the same remuneration as colleagues performing comparable work, even if their job titles or departments differ, provided the work is objectively assessed as having equal value in terms of skill, effort, responsibility, and working conditions. Employees have the right to challenge pay disparities they believe are discriminatory, initiating a formal complaint process with the Department of Labour Protection and Welfare (DLPW).
Furthermore, the Act introduces a crucial right to pay transparency. Employees now have the right to request and receive information regarding the pay scales and criteria used for determining remuneration within their organization, particularly for their own position and for positions deemed of equal value. For employers with 50 or more employees, job postings must include salary ranges, providing applicants with essential information upfront. This transparency extends to the right of employees to discuss their wages with colleagues without fear of retaliation, a practice previously often restricted by employer policies. Any contractual clauses or employer policies prohibiting wage discussions are now deemed unenforceable under this Act, fostering an environment where employees can collectively identify and address potential pay inequities. This right is fundamental to enabling employees to exercise their equal pay entitlements effectively.
To exercise these rights, employees can submit a formal request for pay information to their employer, who must provide the requested data within 30 days. If an employee believes they are not receiving equal pay for work of equal value, they can file a complaint with the DLPW. The Act provides robust protections against retaliation for employees who exercise their rights under this law, including filing complaints, participating in investigations, or discussing wages. Any adverse action taken by an employer against an employee for such activities is strictly prohibited and subject to severe penalties. The DLPW is mandated to investigate all complaints promptly and impartially, offering mediation services where appropriate and initiating enforcement actions when violations are found. This comprehensive framework of rights and protections aims to create a more level playing field for all workers in Thailand.
Pay Transparency Requirements
The Labour Protection Act (No. 9) B.E. 2568 (2025) introduces stringent pay transparency requirements designed to shed light on compensation practices and reduce discriminatory pay gaps. For all employers with 50 or more employees, a key mandate is the disclosure of salary ranges in all public job advertisements. This requirement, effective from January 1, 2026, ensures that prospective employees have clear expectations regarding potential earnings before applying, fostering a more informed and equitable hiring process. The disclosed range must reflect the actual compensation band for the position, including base salary and any guaranteed bonuses or commissions. Employers are prohibited from advertising positions without a salary range or using vague terms that obscure actual compensation, thereby promoting genuine transparency from the outset of the employment relationship.
Beyond external job postings, the Act also mandates internal pay transparency. Employers with 50 or more employees are required to establish and make accessible clear pay scales or frameworks for all job categories and levels within their organization. These internal pay scales must outline the criteria used for determining remuneration, including factors such as experience, qualifications, performance, and job responsibilities. Employees have the right to request and review the pay scale relevant to their position and positions of comparable value, enabling them to understand how their pay is determined and to identify any potential discrepancies. This internal transparency fosters trust and allows employees to engage in constructive dialogue with their employers regarding their compensation, supported by clear, documented standards. The initial publication of these internal pay scales must be completed by July 1, 2026.
Furthermore, for employers with 100 or more employees, the Act introduces an annual pay transparency statement. This statement, to be published on the company's website or a publicly accessible platform by March 31st of each year, must include aggregated, anonymized data on average pay levels, broken down by gender and job category. While not requiring individual salary disclosures, this aggregated data provides a high-level overview of pay distribution within the organization, allowing for public scrutiny and encouraging employers to proactively address any identified disparities. The first such statement will be due by March 31, 2027, covering data from the 2026 calendar year. The Ministry of Labour will provide detailed guidelines on the format and content of these statements, ensuring consistency and comparability across reporting entities. Non-compliance with these transparency requirements can result in administrative fines and reputational damage, underscoring the seriousness with which the Act approaches pay equity.
Reporting & Audit Obligations
The Labour Protection Act (No. 9) B.E. 2568 (2025) introduces significant reporting and audit obligations, particularly for larger employers, to systematically identify and address pay disparities. Employers with 100 or more employees are now mandated to submit an annual Pay Gap Report to the Department of Labour Protection and Welfare (DLPW). This report must provide a detailed analysis of the average and median pay gaps within the organization, disaggregated by gender, and further broken down by job category, seniority level, and type of remuneration (e.g., base salary, bonuses, allowances). The report must also include a narrative explanation of any significant pay gaps identified and outline the measures the employer is taking or plans to take to reduce these disparities. The first annual report, covering data from the 2026 calendar year, is due by June 30, 2027, with subsequent reports due annually by the same date.
In addition to the annual reporting, employers with 250 or more employees are required to conduct a biennial internal pay equity audit. These audits must be performed by an independent internal or external expert, utilizing objective job evaluation methodologies to assess whether employees performing work of equal value are receiving equal remuneration. The audit methodology must be consistent with guidelines issued by the Ministry of Labour, which will emphasize a gender-neutral approach to job evaluation, considering factors such as skill, effort, responsibility, and working conditions. The findings of these audits, including any identified pay disparities and proposed corrective actions, must be submitted to the DLPW within 30 days of the audit's completion. While the full audit report may not be publicly disclosed, a summary of the findings and the employer's action plan will be made available to employees and, in aggregated form, to the public, fostering accountability.
The DLPW is empowered to review these reports and audit findings, and may request further information or initiate its own inspections if concerns about non-compliance or persistent pay gaps arise. The Act also encourages employers of all sizes to voluntarily conduct pay equity assessments and implement corrective measures, offering guidance and resources through the Ministry of Labour. The reporting and audit obligations are designed not merely as a compliance burden but as a strategic tool for organizations to systematically review their compensation structures, identify areas for improvement, and demonstrate their commitment to fair and equitable pay practices. Failure to submit accurate and timely reports or to address identified pay disparities can lead to escalating penalties, including significant fines and public disclosure of non-compliance.
Governance & Enforcement Bodies
The primary governance and enforcement body for the Labour Protection Act (No. 9) B.E. 2568 (2025) is the Department of Labour Protection and Welfare (DLPW), operating under the Ministry of Labour. The DLPW is vested with extensive powers and responsibilities to ensure the effective implementation and adherence to the Act's provisions. This includes developing detailed Ministerial Regulations and guidelines for pay transparency, reporting, and audit methodologies; conducting inspections of workplaces; investigating complaints of pay discrimination; and imposing penalties for non-compliance. Labour Inspectors, appointed by the Director-General of the DLPW, are authorized to enter workplaces, examine records, interview employees and employers, and issue orders for corrective actions. The Ministry of Labour's central role ensures a unified and consistent approach to enforcing pay equity standards across the nation.
The complaint filing process under this Act is designed to be accessible and protective of employees. Any employee who believes they have experienced pay discrimination or that their employer is not complying with the Act's transparency or reporting obligations can file a complaint with the local DLPW office. Complaints can be submitted in person, by mail, or through an online portal established by the Ministry of Labour. The DLPW is obligated to acknowledge receipt of the complaint within 7 working days and initiate an investigation within 30 working days. The Act emphasizes conciliation and mediation as initial steps to resolve disputes, encouraging amicable settlements between employers and employees. However, if mediation fails or if the violation is severe, the DLPW will proceed with a formal investigation, which may lead to enforcement actions and penalties.
In addition to the DLPW, the Labour Courts play a crucial role in adjudicating more complex cases of pay discrimination and appeals against DLPW decisions. Employees who are dissatisfied with the outcome of a DLPW investigation or who seek higher compensation for damages resulting from discrimination can pursue their claims in the Labour Courts. The Act also encourages collaboration with employer and worker organizations, such as the Employers' Confederation of Thailand (ECOT) and the Labour Congress of Thailand (LCT), to promote awareness, provide training, and facilitate voluntary compliance. These bodies are expected to assist in disseminating information about the Act, offering guidance to their members, and participating in social dialogue to continuously improve labour standards. The combined efforts of the DLPW, Labour Courts, and social partners are essential for creating a robust and responsive enforcement ecosystem for pay equity.
Monitoring & Evaluation
The monitoring and evaluation framework for the Labour Protection Act (No. 9) B.E. 2568 (2025) is designed to ensure continuous oversight and effectiveness in achieving pay equity objectives. The Department of Labour Protection and Welfare (DLPW) is responsible for establishing a systematic inspection regime. Labour Inspectors will conduct both routine and targeted inspections of workplaces, with a particular focus on employers subject to pay gap reporting and audit obligations. Routine inspections will verify general compliance with labour laws, including the basic equal pay provisions, while targeted inspections will be triggered by complaints, significant pay gaps identified in annual reports, or specific industry trends suggesting potential discrimination. Inspectors are authorized to review payroll records, employment contracts, job descriptions, and any other relevant documentation to assess compliance with the Act's provisions on equal pay, transparency, and reporting. The frequency of inspections for larger employers (100+ employees) will be at least once every two years, with follow-up inspections as needed.
The investigation of complaints is a critical component of the monitoring process. Upon receiving a complaint of pay discrimination, the DLPW will conduct a thorough investigation, which typically involves interviewing the complainant, the employer, and other relevant employees, as well as reviewing all pertinent documentation. The DLPW aims to complete investigations within 90 days of receiving a complaint, with complex cases potentially requiring extensions. The criteria for evaluating compliance during investigations include adherence to the equal pay for work of equal value principle, the accuracy and completeness of pay transparency disclosures, the timely submission of pay gap reports, and the implementation of corrective actions identified in internal audits. The DLPW will also assess whether employers have established objective job evaluation systems and non-discriminatory pay structures. If a violation is found, the DLPW will issue an order for the employer to rectify the situation, which may include back pay for affected employees and the implementation of new pay policies.
Beyond individual complaints and inspections, the Ministry of Labour will undertake broader evaluations of the Act's impact. This includes analyzing aggregated data from annual pay gap reports to identify national and sectoral trends in pay equity, assess the effectiveness of the Act's provisions, and inform future policy adjustments. The Ministry will publish an annual summary report on the state of pay equity in Thailand, highlighting progress, challenges, and areas requiring further attention. This report will also include anonymized data on the number of complaints received, investigations conducted, and penalties imposed. The evaluation criteria will extend to measuring changes in the overall gender pay gap, the adoption rate of objective job evaluation systems, and the level of awareness among employers and employees regarding their rights and obligations under the Act. Regular stakeholder consultations with employer organizations, trade unions, and civil society groups will also be conducted to gather feedback on the Act's implementation and identify areas for improvement, ensuring that the legislation remains responsive to the needs of the Thai labour market.
Enforcement & Penalties
The Labour Protection Act (No. 9) B.E. 2568 (2025) establishes a clear framework for enforcement and outlines a range of penalties for non-compliance, designed to deter discriminatory practices and ensure adherence to pay equity standards. Employers found to be in violation of the equal pay for work of equal value principle, as defined in the Act, will face significant financial penalties. For a first offense, a fine ranging from THB 50,000 to THB 200,000 may be imposed. Subsequent offenses or persistent non-compliance will result in escalated fines, potentially reaching up to THB 500,000, along with an order to pay affected employees the difference in wages, including interest at a rate of 15% per annum from the date the discrimination commenced. The Department of Labour Protection and Welfare (DLPW) has the authority to issue these orders and fines, with mechanisms for appeal to the Labour Courts.
Beyond direct pay discrimination, the Act also imposes penalties for failures related to its transparency and reporting obligations. Employers who fail to include salary ranges in job advertisements, as required for those with 50 or more employees, may face administrative fines of up to THB 50,000 per advertisement. Failure to establish and make accessible internal pay scales or to submit the annual Pay Gap Report for employers with 100 or more employees will incur initial fines of THB 100,000, with an additional daily fine of THB 1,000 for each day of continued non-compliance. These penalties are designed to ensure timely and accurate disclosure of information, which is crucial for the overall effectiveness of the Act. Furthermore, any act of retaliation against an employee for exercising their rights under this Act, such as filing a complaint or discussing wages, is strictly prohibited. Employers found guilty of retaliation may face fines of up to THB 300,000 and/or imprisonment for a term not exceeding six months, underscoring the serious nature of such offenses.
The appeals process allows employers to challenge decisions or penalties imposed by the DLPW. An employer may appeal a DLPW order or fine to the Labour Court within 30 days of receiving the decision. The Labour Court will review the evidence and arguments presented by both parties and issue a final judgment. In cases of severe or repeated violations, particularly those involving criminal liability for retaliation, the public prosecutor may initiate criminal proceedings. The Act also provides for the possibility of public disclosure of non-compliant employers, which can serve as a significant reputational penalty. The Ministry of Labour will maintain a public registry of employers found in violation of the Act's key provisions, particularly those with persistent pay gaps or a history of non-compliance. This multi-layered enforcement approach, combining administrative fines, compensatory payments, criminal sanctions, and public accountability, aims to create a strong deterrent against pay discrimination and foster a culture of pay equity in Thailand.
Relationship to Other Laws
The Labour Protection Act (No. 9) B.E. 2568 (2025) operates within and significantly enhances Thailand's existing legal framework for labour and equality, interacting closely with several other key pieces of legislation. It serves as a specialized amendment to the overarching Labour Protection Act B.E. 2541 (1998), which remains the primary statute governing general employment conditions, wages, working hours, and leave entitlements. While the 1998 Act already contained a provision for equal pay for work of the same nature, quality, and quantity (Section 53), the 2025 amendment expands this to "work of equal value" and introduces the detailed mechanisms for transparency, reporting, and enforcement that were previously lacking. In instances of conflict, the more specific and stringent provisions of the Labour Protection Act (No. 9) B.E. 2568 (2025) regarding pay equity and transparency will take precedence, reflecting the legislative intent to strengthen these protections.
A crucial complementary law is the Gender Equality Act B.E. 2558 (2015), which broadly prohibits discrimination based on gender in all aspects of life, including employment, hiring, promotions, wages, and working conditions. The Labour Protection Act (No. 9) B.E. 2568 (2025) specifically operationalizes the principles of gender equality within the realm of remuneration, providing concrete tools and procedures to address gender-based pay disparities that the broader Gender Equality Act may not detail. While the Gender Equality Act provides the overarching anti-discrimination framework, the 2025 Labour Protection Act amendment offers the specific legal instruments for achieving pay equity. Both acts are enforced by different bodies (the Gender Equality Committee for the former, and the Department of Labour Protection and Welfare for the latter), but they are expected to collaborate and share information to ensure comprehensive protection against gender-based discrimination in the workplace.
Furthermore, the Act interacts with the Social Security Act B.E. 2533 (1990) and its amendments, particularly concerning the calculation of benefits that are often tied to an employee's wage. By ensuring equal pay, the 2025 Act indirectly contributes to more equitable social security contributions and benefits for all employees. The Act also complements the Labour Relations Act B.E. 2518 (1975), which governs collective bargaining and labour disputes. The enhanced transparency and reporting requirements under the 2025 Act can provide trade unions and employee representatives with valuable data to inform collective bargaining efforts aimed at reducing pay gaps. While the 2025 Act focuses on individual rights and employer obligations, it recognizes the importance of collective action in promoting fair labour practices. The synergy between these laws creates a robust legal ecosystem designed to protect workers' rights and promote fairness across the Thai labour market.
International Context
The Labour Protection Act (No. 9) B.E. 2568 (2025) positions Thailand firmly within the global movement towards enhanced pay equity and transparency, reflecting its commitment to international labour standards. Thailand is a founding member of the International Labour Organization (ILO) and has ratified 7 of the 10 fundamental ILO conventions. Crucially, Thailand ratified ILO Convention No. 111 on Discrimination (Employment and Occupation) in 2017, which entered into force in 2018. This Convention obliges member states to declare and pursue a national policy designed to promote equality of opportunity and treatment in respect of employment and occupation, with a view to eliminating any discrimination. The 2025 Act directly implements and strengthens these obligations by providing concrete legislative tools to combat pay discrimination based on various grounds, including gender, and by promoting transparency as a key mechanism for achieving this goal.
While Thailand has not explicitly ratified ILO Convention No. 100 on Equal Remuneration for Men and Women Workers for Work of Equal Value, the principles enshrined in the 2025 Act, particularly the emphasis on "work of equal value" and the mechanisms for objective job evaluation, are in strong alignment with the spirit and requirements of Convention 100. This demonstrates a de facto adoption of its core tenets. Globally, there is a growing trend, particularly in the European Union with directives like the Pay Transparency Directive, towards mandating pay transparency, pay gap reporting, and gender-neutral job evaluation systems. The Thai Act mirrors these international developments, indicating a proactive approach to modernizing its labour laws and ensuring competitiveness and fairness in its labour market. By adopting these advanced pay equity measures, Thailand enhances its reputation as a responsible member of the international community and a proponent of decent work principles, contributing to the broader global agenda of achieving gender equality and economic justice.
Implementation Timeline
| Date | Milestone | Status |
|---|---|---|
| January 1, 2025 | Labour Protection Act (No. 9) B.E. 2568 (2025) officially promulgated in the Government Gazette. | In Force |
| July 1, 2025 | Ministry of Labour issues initial Ministerial Regulations and detailed guidelines for Act implementation. | In Force |
| January 1, 2026 | Mandatory salary range disclosure in job advertisements for employers with 50+ employees takes effect. | In Force |
| July 1, 2026 | Employers with 50+ employees must establish and make accessible internal pay scales/frameworks. | Awaiting Implementation |
| January 1, 2027 | Effective date for all employers to have objective job evaluation methodologies in place. | Awaiting Implementation |
| March 31, 2027 | First annual Pay Transparency Statement due for employers with 100+ employees (covering 2026 data). | Awaiting Implementation |
| June 30, 2027 | First annual Pay Gap Report due for employers with 100+ employees (covering 2026 data). | Awaiting Implementation |
| January 1, 2028 | First biennial internal pay equity audit due for employers with 250+ employees (covering 2026-2027 data). | Awaiting Implementation |
Compliance Checklist
| Requirement | Action Required | Deadline |
|---|---|---|
| Review existing pay structures | Conduct an internal review of all compensation components (salary, bonuses, benefits) for potential disparities. | Ongoing, immediately |
| Develop objective job evaluation system | Implement a gender-neutral job evaluation methodology to assess work of equal value across roles. | By January 1, 2027 |
| Update job advertisement practices | Ensure all public job postings for employers with 50+ employees include clear salary ranges. | By January 1, 2026 |
| Establish internal pay scales | Develop and make accessible internal pay scales/frameworks with clear criteria for all job categories (50+ employees). | By July 1, 2026 |
| Prepare for Pay Transparency Statement | Collect and analyze aggregated pay data (gender, job category) for annual public statement (100+ employees). | Annually by March 31 (starting 2027) |
| Prepare for Pay Gap Report | Compile detailed pay gap analysis, narrative, and action plan for submission to DLPW (100+ employees). | Annually by June 30 (starting 2027) |
| Plan for internal pay equity audit | Engage internal/external experts to conduct biennial pay equity audits (250+ employees). | Biennially by January 1, 2028 (first audit) |
| Update anti-retaliation policies | Communicate and enforce strict policies prohibiting retaliation against employees exercising their rights. | Immediately |
| Train HR and management | Provide comprehensive training on the Act's provisions, definitions, and compliance requirements. | Ongoing, immediately |
| Review employment contracts | Ensure contracts do not contain clauses prohibiting wage discussions. | Immediately |
| Establish complaint handling procedures | Implement clear internal procedures for addressing employee pay equity complaints. | Immediately |
| Monitor legislative updates | Stay informed of any further Ministerial Regulations or guidelines issued by the Ministry of Labour. | Ongoing |
Sources and References
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