Extent of Protection
Enacted in 2009, the Equal Pay Law (No. 20.348) establishes that companies shall comply with the principle of equal remuneration between men and women performing the same work, and objective differences in remuneration based on, among other reasons, capabilities, qualifications, suitability, responsibility or productivity, shall not be considered arbitrary. The principle of equal remuneration between men and women performing the same work or the same job is neither recognised nor respected when involving acts that imply a substantial difference in the remuneration of the personnel, adopted on the basis of the sex of the worker, such as: lower salaries for women performing the same work as male employees and lower values in the bonuses, incentives, deals or commissions that are agreed upon. Notwithstanding the above, and in accordance with the provisions of current legislation, differentiated remuneration may be agreed upon between one or more employees, in the event that any of the following situations arise:
- differences in the individual capacities of the employees;
- differences in the qualifications or objective evaluations of the personnel taken or performed by the company, based on, among other aspects, the fulfillment of objectives, the employee’s productivity, attendance and punctuality;
- suitability for the position (e.g., those individuals who meet the necessary or optimal conditions for a given function or work);
- different levels of responsibility within the company’s organisation, which will be expressly stated in the respective employment contracts;
- difference in the employee’s productivity.