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Approval Due Diligence Governance Other Record Keeping Reporting Stakeholder Engagement

Annual Biennial Continuous Event-triggered Monthly One-time Other Quarterly Weekly

Annual Biennial Continuous Event-triggered Monthly One-time Other Quarterly Weekly

Regulation-wide (no rule set) Individual right to information for employees at employers with >200 employees Voluntary in-company pay review procedure for private employers with more than 500 employees In-company pay review may be centralised by controlling company for group companies Equality and pay equity report obligation for tariff-bound or tariff-applying employers with >500 employees (five-year cycle) Equality and pay equity report obligation for other employers with >500 employees (three-year cycle)

If an employer uses a pay system, both the system as a whole and its individual pay components must be designed to exclude sex-based discrimination, by objectively taking into account the nature of the work, being based on criteria common to both sexes, weighting differentiation criteria without discrimination, and being overall transparent.

Verwendet der Arbeitgeber ein Entgeltsystem, müssen dieses als Ganzes und die einzelnen Entgeltbestandteile so ausgestaltet sein, dass eine Benachteiligung wegen des Geschlechts ausgeschlossen ist, indem die Art der Tätigkeit objektiv berücksichtigt wird, gemeinsame Kriterien für beide Geschlechter zugrunde gelegt werden, Differenzierungskriterien diskriminierungsfrei gewichtet werden und das System insgesamt durchschaubar ist.