The key points of the new law are:
1 — New reporting obligations for companies with more than 50 employees
Public and private companies with more than 50 employees must publish a report, every two years, about male and female employment and remuneration. Companies with fewer than 50 employees can voluntarily prepare a report.
The reports must include data and information relating to
- the numbers of male and female workers employed and hired during the year and their professional distribution in the organization as well the distribution of full-time and part-time contracts
- differences in wages (both base salary and total compensation) and benefits
- selection and recruitment processes
- criteria adopted for career advancement, access to professional development and managerial training
- measures to promote work-life balance
- diversity and inclusion policies
The companies which submit incomplete or incorrect reports will incur sanctions ranging from a minimum of 1,000 to a maximum of 5,000 euros.
This reporting obligation was already included in the 2006 Equal Opportunity Code, but only for companies with more than 100 employees (instead of 50) and did not provide for sanctions. With the change, the area of interest of the legislation expands to 29,000 companies with more than 50 employees (ISTAT 2019).
2 — Gender equality certificate
Companies that prepare the equality report and meet certain gender criteria can apply for a “gender equality certificate.”
This new certification will recognize all those companies that take concrete steps to reduce the gender gap in relation to growth opportunities in the company, equal pay for equal jobs, policies for managing differences in gender and maternity protection.
We are awaiting the implementing decrees which will establish the criteria and the minimum requirements for obtaining the certification, the methods of acquiring and monitoring data transmitted by employers and the bodies responsible for certification.
3 — Tax exemptions for companies in possession of the gender equality certificate
Starting from 2022, private companies that have obtained the gender equality certificate are provided with an exemption from the payment of social security contributions to be paid by the employer. The exemption will equal 1% of the amount to be paid, with a maximum limit of 50,000 euros per company per year. The public resources allocated by the Italian government will be 50 million euros per year.
Companies that fail to publish the biannual equality report are not eligible for the exemption.
4 — Award scores for virtuous companies in public bids for contracts
The law also recognizes "an award score" for private companies that, as of December 31 of the year preceding the reference year, have obtained the certification of gender equality. This will boost companies' scores for the participation in public bids for contracts launched by public administrations and for European, national and regional funding.
5 — Direct and indirect discrimination
The new law expands the definitions of direct and indirect discrimination. It now includes as potential subjects of direct discrimination not only employees but also candidates in the recruiting phase. It also expands the definition of indirect discrimination to include changes to employment conditions and working time arrangements that disadvantage employees or restrict their opportunities to participate in company life or to progress in their career on grounds of their pregnancy, parental or caring responsibilities, gender or age.
6 — Improved gender balance on boards of unlisted public companies
With the new law, at least 2/5 of the members of boards of unlisted companies controlled by public bodies must be from the under-represented gender. Previously, this requirement applied only to listed companies.
How does PayAnalytics help Italian employers meet the new requirements?
- PayAnalytics is a global solution that is adaptable to all the main regulatory environments.
- PayAnalytics fully supports the reporting requirements of the Italian equal pay legislation.
- Our analytics can analyze differences and compare different job classes of equal value, by any pay component, broken down by gender.
- The PayAnalytics software suggests salary changes to correct any discrepancies primarily attributable to the pay gap.
- PayAnalytics goes beyond gender, providing analysis by any secondary demographic value, and their intersection.
- We help companies around the world find and close all pay gaps and make it easy for them to meet their reporting requirements and regulations.