Law 60/2018 was published on 21 August 2018 and it introduces
measures to promote equal pay for women and men for work that is
the same or is of equal value. More precisely, the law establishes
information, assessment and correction mechanisms that aim to
achieve such equal pay.
At the outset, the law imposes an obligation on the employer to
ensure the existence of a transparent pay policy, based on an
assessment of the work components of the job on the basis of
objective criteria, common to men and women. These components are
merit, productivity, attendance or seniority.
As a result, if a worker alleges that he or she is being
discriminated against in face of the pay of another worker or
workers, the employer must demonstrate that it does in fact have a
pay policy in line with the one mentioned above. This obligation is
enforceable six months after this law comes into effect, that is,
as from 21 August 2019.
