Mandatory dialogue. In the future, businesses employing at least 50 people will have to draw up, every other year, “a detailed assessment of the remuneration structure (…) to determine whether its remuneration policy is gender-neutral and, if it isn’t the case, achieve it through dialogue with employee representatives.” The assessment will be detailed in a report sent to the employee representative structure – the works council (for this body, the Act provides a detailed list of what needs to be included in the report) or, where appropriate, the committee on prevention and protection at work – and will be debated with them within three months after the end of the fiscal year. Based on this report, the employee representation structure will determine whether or not it is necessary to draw up an action plan “in order to apply a gender-neutral remuneration structure” which will in turn be subject to a report on the state of progress made every two years.
des a detailed list of what needs to be included in the report) or, where appropriate, the committee on prevention and protection at work – and will be debated with them within three months after the end of the fiscal year. Based on this report, the employee representation structure will determine whether or not it is necessary to draw up an action plan “in order to apply a gender-neutral remuneration structure” which will in turn be subject to a report on the state of progress made every two
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