Sweden
Is there any existing legal requirement to report on any gender pay gap?
Yes.
If so, what are the requirement triggers?
All employers have a legal requirement to review any salary differences between male and female employees (gender pay gap analysis). There is also a legal requirement for all employers with 10 or more employees, based on the number of employees as of 1 January of each year, to document certain information relating to the Gender Pay Gap on an annual basis.
What frequency of reporting is required?
The pay gap analysis must be conducted for each year, and for each pay gap analysis the average income should be analysed for the full previous year. There is no particular deadline in terms of dates, as long as a pay gap analysis has been conducted for each year. However, it is advisable to set an internal deadline to be consistent from one year to another.
Is the report required to be published externally?
No.
Is there a sanction for non-compliance with the duty to report?
If the employer does not complete the gender pay gap analysis, the Equality Ombudsman may initiate action. If the employer does not correct the omission, this could lead to a penalty.
Has Sweden 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?
No.
If the Pay Transparency Directive has not yet been transposed, what steps have been taken towards implementation?
The Swedish government has initiated an investigation into what changes need to be made to Swedish law to transpose the Directive, and a report has been issued. Draft legislation has not yet been issued.
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