Salary transparency in Germany: EU printing forces companies to act!
Salary transparency in Germany: EU printing forces companies to act!
Dewezet, Deutschland - The debate about salary transparency in Germany is increasingly gaining driving. According to an analysis by Indeed, most German employees want more clarity about salaries. It is frightening that only 15.8%of the job advertisements in Germany contain salary information, which makes the country appear in a negative light compared to five leading European economies, including Great Britain (70%) and France (51%). These figures were used by the findings of dewezet.de
Another worrying result is that only 16% of German employees are willing to ask colleagues about their salary. In addition, more than 60% of the employees are willing to apply in positions with open salary information. LISSA FEIET DORICATION DEFICHT describes the frustration, which results from salary discrepancies after elaborate application processes. It emphasizes that transparency could create a realistic negotiating framework.
EU directive for salary transparency
Against the background of these developments, the EU calls for a comprehensive salary transparency directive that must be implemented in Germany by June 7, 2026. Companies with more than 100 employees are obliged to disclose criteria for finding salary and analyze wage gaps. In the event of violations, sanctions threaten. The goal is to make wage discrimination visible and to promote the same payment for equivalent work. Over 60% of the respondents see this guideline as an opportunity to promote equality, such as Haufe.deThe guideline demands that companies specify salaries in job advertisements and that applicants are not allowed to ask about their previous salaries. In addition, employees have the right to information about the average salaries in their group. Although only 28% of companies in Germany are willing to meet the requirements of the directive, the schedules for implementation are strict. With the entry into force of the guideline on June 26, 2023, companies have to check their remuneration systems in order to prepare for future requirements.
challenges for companies
Nadine Nobile, an organizational developer, criticizes the insufficient use of salary criteria in many companies. While the goal of the Union and the SPD is to achieve the same wages for the same work by 2030, it remains unclear how the implementation of the directive is low in bureaucracy. Feist also points out that companies that make salaries transparent can gain credibility and attractiveness.
Another aspect that the directive takes into account is access to the judiciary for victims of wage discrimination. Employees who experience discrimination have the right to compensation, but the burden of proof lies with the employer, who must prove that there is no discrimination. In addition, the possibility of collective action is also mentioned by equal treatment points and employee representatives to support the fight against wage discrimination.
With the introduction of this guideline and the growing pressure to create salary transparency, the workplace culture in Germany could change. It remains to be seen how companies react to the new requirements and whether they are willing to fight for a fairer remuneration system.
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| Ort | Dewezet, Deutschland |
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