Nye EU-regler om åpenhet rundt lønn: – Ser ikke behovet

The EU is set to introduce new transparency rules regarding salary information. As employees, you will have the right to know the average salary of colleagues in similar positions, broken down by gender. New requirements will also apply to how companies report wages in their reports. The aim is to reduce gender-based wage disparities.

In July, the government invited industry stakeholders to join a group that will advise the government on implementing the "equal pay directive." For now, they are waiting for the date of the first meeting and are approaching the task with conflicting perspectives. Linn Andersen, a specialist advisor in LO with responsibility for equal treatment, believes that greater transparency about salaries will strengthen equal pay efforts.

She notes that implementing the directive into Norwegian law must begin and is very pleased it is happening. Andersen believes that job seekers should be informed about the salary range for the positions they apply for and should not have to disclose their previous salary history. The EU directive requires employers to consider which positions have comparable value across sectors and industries and to compile them into job categories where employees would receive the same salary range.

Andersen is not concerned that this might challenge Norway's system of wage negotiations. Instead, it is mainly about internal salary adjustments in companies if they find significant wage disparities between job categories within their organization. The Norwegian Employers' Confederation (NHO) is more skeptical. They already have a comprehensive set of regulations promoting equal treatment and equal pay, which have been strengthened in recent years.

The new reporting requirements are something NHO is critical of. They argue that the "activity and reporting obligation" was expanded in 2020. It requires employers to actively work towards equal treatment and report openly about their status and measures. NHO believes that the key to more equal treatment is not more reporting, but what companies actually do to promote equal treatment in practice.

NHO has also cooperated with the government to stay early on in the discussion about how the directive will be implemented in Norway. They have provided guidance on the directive on their website. When the EU directive is adapted to Norwegian circumstances, NHO emphasizes the importance of limiting new requirements to what is necessary to meet the directive and avoiding double reporting.

Regarding the specific provisions of the "Equal Pay Directive," the exact details have not yet been determined. The first meeting of the reference group will be in early 2026, according to Kultur- and likstillingsdepartementet's secretary, Erlend Hanstveit. Simultaneously, the Directorate for Children, Youth and Family Affairs (Bufdir) will conduct a legal analysis of what changes need to be made to Norwegian law to meet the directive's requirements.

The exact timing of the analysis or the reference group's work has not been set, according to the department. Helga Aune, an employment law attorney at Cedra Advokatfirma, states that Norway must adhere to the rules of the directive when it becomes part of the EEA agreement. While the parties in the labor market cannot negotiate away from this, they can propose solutions that achieve the same goal in different ways.

Aune believes that employers should start preparing for the new EU rules, even though it may take some time before they become effective in Norway. For some companies, the new equal pay requirements could entail significant costs, as they will need to address existing inequalities.