The EU Pay Transparency Directive is expected to assist businesses in attracting and retaining talent by establishing clearer rules regarding remuneration, according to Deputy Labour and Social Policy Minister Nataliya Efremova. While equal pay between genders is already mandated by European and Bulgarian law, effective implementation remains challenging, as data indicates the gender pay gap in Bulgaria exceeds 13% favoring men. Key changes under the directive include requiring employers to publish a salary range in job advertisements and prohibiting inquiries about a candidate’s previous pay.
These measures aim to prevent the continuation of existing pay disparities by establishing objective and gender-neutral criteria for evaluation, based on skills, effort, responsibilities, and working conditions. The directive also guarantees employees the right to information, allowing them access to data on average pay levels within their professional category. Furthermore, if a pay gap exceeding 5% cannot be justified by objective criteria, employers will be obligated to implement corrective measures.
The framework envisions a national monitoring body to analyze data, track trends, and provide a preventive function. Companies with 100 or more employees will be required to report on the gender pay gap. Efremova noted that Bulgaria is advancing preparations to transpose the directive, incorporating provisions into the Protection against Discrimination Act and amending the Labour Code.
The primary objective of the directive is prevention and achieving fairness through pay transparency, rather than imposing sanctions. Implementing this will foster a more equitable and competitive labor market, where transparency and equality become advantages for attracting qualified staff.
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Deputy Labour and Social Policy Minister Nataliya Efremova stated that the EU Pay Transparency Directive is expected to help businesses attract and retain talent by establishing clearer regulations co