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A transparência salarial enquanto promotor da igualdade entre homens e mulheres nas relações laborais. Considerações a propósito da Diretiva (UE) 2023/970
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Abstract(s)
A presente dissertação debruça-se na temática da igualdade entre homens e mulheres nas relações laborais, mais especificamente na igualdade remuneratória, como meio de alcançar a justiça social e económica. O “gender pay gap”, e o subsequente “gender pension gap”, há não sendo temas novos, continuam a ser uma realidade e objeto de intervenção normativa, pelo que se justifica o seu tratamento doutrinal.
Definimos como objetivo da nossa investigação a análise crítica da legislação em vigor no nosso ordenamento jurídico relativa à igualdade remuneratória entre homens e mulheres que exercem trabalho igual ou de valor igual, designadamente a Lei n.º 60/2018, de 21 de agosto, e, ainda, ao nível da União Europeia, da Diretiva (UE) 2023/970, de 10 de maio, que vem reforçar transparência salarial a fim de dirimir as desigualdades remuneratórias existentes.
No que toca à metodologia adotada, recorremos a legislação, doutrina e jurisprudência, acrescidas de dados estatísticos nacionais e europeus relevantes, com vista a relacionar e comparar a teoria com a realidade prática.
Apesar, ao longo dos anos, de se terem verificado alterações legislativas que até podem ter contribuído para diminuir o “gender pay gap”, constatamos que elas não foram suficientemente significativas para o debelar.
Embora a Lei n.º 60/2018, de 21 de agosto, tenha contribuído significativamente para a melhoria do sistema jurídico português em matéria de igualdade salarial, concluímos que a Diretiva (UE) 2023/970, de 10 de maio, acrescenta aspetos importantes em prol da transparência salarial, que irão obrigar o nosso legislador a ajustar a legislação laboral em conformidade.
This dissertation examines the theme of equality between men and women in labor relations, more specifically in pay equity, as a means to achieve social and economic justice. The “gender pay gap”, and the subsequent “gender pension gap”, though not new topics, remain a reality and the subject of regulatory intervention, justifying their doctrinal treatment. We define as the objective of our research a critical analysis of the legislation currently in force in our legal system concerning pay equity between men and women performing equal work or work of equal value, namely Law n.º 60/2018, of 21 august, and, at the European Union level, Directive (EU) 2023/970, of 10 may, which strengthens pay transparency in order to eliminate existing pay inequities. Concerning the methodology adopted, we draw on legislation, doctrine, and case law, supplemented by relevant national and European statistical data, with a view to relating and comparing theory with practical reality. Although legislative changes over the years may even have contributed to reducing the gender pay gap, we find that they have not been sufficiently significant to eradicate it. While Law n.º 60/2018, of 21 august, has made a significant contribution to improving the Portuguese legal framework on pay equality, we conclude that Directive (EU) 2023/970, of 10 may, introduces important elements in favor of pay transparency that will require our legislature to adjust labor legislation accordingly.
This dissertation examines the theme of equality between men and women in labor relations, more specifically in pay equity, as a means to achieve social and economic justice. The “gender pay gap”, and the subsequent “gender pension gap”, though not new topics, remain a reality and the subject of regulatory intervention, justifying their doctrinal treatment. We define as the objective of our research a critical analysis of the legislation currently in force in our legal system concerning pay equity between men and women performing equal work or work of equal value, namely Law n.º 60/2018, of 21 august, and, at the European Union level, Directive (EU) 2023/970, of 10 may, which strengthens pay transparency in order to eliminate existing pay inequities. Concerning the methodology adopted, we draw on legislation, doctrine, and case law, supplemented by relevant national and European statistical data, with a view to relating and comparing theory with practical reality. Although legislative changes over the years may even have contributed to reducing the gender pay gap, we find that they have not been sufficiently significant to eradicate it. While Law n.º 60/2018, of 21 august, has made a significant contribution to improving the Portuguese legal framework on pay equality, we conclude that Directive (EU) 2023/970, of 10 may, introduces important elements in favor of pay transparency that will require our legislature to adjust labor legislation accordingly.
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Keywords
Igualdade remuneratória Igualdade entre homens e mulheres Gender pay pay Transparência salarial