Norway
In the state:
1. Is there any existing legal requirement to report on any gender pay gap?
The Norwegian Equality and Anti-Discrimination Act (ARP) requires all employers, regardless of size, to make active, targeted, and systematic efforts to promote equality, and prevent discrimination at the workplace. The ARP requires salary to be fixed without regards to gender and the principle of equal pay for equal work or work of equal value must be adhered to. In addition to this general duty, many employers are also obliged to comply with a duty in accordance with a four-step working method, including a reporting duty.
2. If so, what are the requirement triggers?
The ARP requires both public and private employers with more than 50 employees (and private companies with between 20 and 50 employees if requested by the employees or the employee' representatives) to actively risk assess the possibility of discrimination and promote equality and to report on these efforts in their annual reports.
3. What frequency of reporting is required?
The efforts under the four-step working method must be documented and made on an ongoing basis and in cooperation with the employee representatives. Employers must issue a statement on the actual status of gender equality in the company, and what the company is doing to comply with the duties under the four-step model, which must be published in the company's annual report or another public document.
4. Is the report required to be published externally?
The statement on the actual status of gender equality in the company, and what the company is doing to comply with the duties under the four-step model, must be published in the company's annual report or another public document.
5. Is there a sanction for non-compliance with the duty to report?
N/A
6. Has Norway yet fully transposed the requirements of the Pay Transparency Directive? If yes, what was the implementation date and what is the name of the legislation?
Norway’s pay gap laws will likely be directly impacted by the EU Pay Transparency Directive. The Directive has been marked as "EEA relevant", indicating that Norway will be required to adopt the Directive and it will likely be fully implemented in Norway. However, exactly how the Directive will be implemented in Norway, and what legal consequences it will have, is currently under consideration by the Government.
7. If the Pay Transparency Directive has not yet been transposed, what steps have been taken towards implementation?
How the Directive will be implemented in Norway is currently under consideration by the Government. So far, no information has been provided on these assessments.
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