News Flash No. 14/2024
The Equal Opportunity Code, which came into force in 2006, stipulates the obligation for public and private companies employing more than fifty employees to prepare on a biennial periodic basis a report inherent to the employment situation in terms of gender. On the other hand, this fulfillment remains optional where the aforementioned employment threshold is not reached.
For the current 2022-2023 biennium, the obligation expires on April 30, 2024.
Let's see what are the main points to take into consideration when drafting the report:
the Companies are required to disclose the status of male and female employment in each of the occupations as well as the status of recruitment, training, professional promotion, levels, category or qualification transitions, other mobility phenomena, the intervention of the Wage Guarantee Fund, layoffs, early retirements and retirements, and the actual remuneration paid to male and female staff;
the report must be drawn up and transmitted electronically, through the compilation of the template published on the institutional website of the Ministry of Labor and Social Policy, as well as being the subject of formal sharing with company trade union representatives.