Sweden
Implementing the EU Pay Transparency Directive in Sweden
Impact date: Awaited The EU Pay Transparency Directive entered into force on 6 June 2023 and Member States have three years to transpose its provisions into national law. In Sweden, the rules on gender pay gap analysis in the Swedish Discrimination Act, along with rules in most central collective bargaining agreements, already fulfil most of the requirements set forth in the Directive. However, there are additional requirements in the Directive which do not yet apply under Swedish law. For example, the Directive states that candidates are entitled to receive information on the salary level of the position they are applying for during the recruitment process and that employers with more than 250 employees must annually share a report on their gender pay gap analysis on their website and to relevant authorities and trade unions (every three years for companies with over 100 employees).
Following the Swedish Government initiating an investigation on what changes need to be implemented into Swedish law to transpose the Directive, a report has now been submitted to the Government on the proposed changes to the existing law.
Employer implications/action needed Employers should monitor the progress of the implementation of the EU Pay Transparency Directive in Sweden. In the meantime, we recommend businesses in Sweden ensure that they are compliant with the current rules on gender pay gap analysis, to prepare for any increased reporting and transparency requirements in the coming year.
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