Effekterna av lönetransparensdirektivet på HR:s operativa arbete - En arbetsrättslig analys av arbetsgivarens skyldigheter vid implementeringen av lönetransparensdirektivet med fokus på rekrytering, lönesättning, lönerevision och samverkan med fackliga organisationer
(2025) HARH16 20242Department of Business Law
- Abstract
- The wage disparity between women and men stems from the historically unequal valuation of their work. This systemic undervaluation of women's contributions to the labor market has persisted over time, highlighting the ongoing need for regulatory measures to address these inequities and promote greater fairness in pay practices.
This study seeks to explore the anticipated impacts of EU Directive 2023/970, commonly known as the Pay Transparency Directive, on employers' payroll management processes and the operational functions of HR departments through a labor law analysis. The thesis adopts the legal dogmatic method to address and analyze the research question. This approach, a cornerstone of legal scholarship, is applied to determine... (More) - The wage disparity between women and men stems from the historically unequal valuation of their work. This systemic undervaluation of women's contributions to the labor market has persisted over time, highlighting the ongoing need for regulatory measures to address these inequities and promote greater fairness in pay practices.
This study seeks to explore the anticipated impacts of EU Directive 2023/970, commonly known as the Pay Transparency Directive, on employers' payroll management processes and the operational functions of HR departments through a labor law analysis. The thesis adopts the legal dogmatic method to address and analyze the research question. This approach, a cornerstone of legal scholarship, is applied to determine the applicable law, de lege lata, by interpreting, organizing, and critically evaluating legal sources, in line with the principle of lex superior.
In the conclusion, we present our analysis and address the research question, where our primary finding suggests that the Pay Transparency Directive, in our view, will not result in any significant changes. The most notable impact on HR's operational work is expected to occur during the initial phase of the directive’s implementation. During this stage, the workload will be at its peak, as HR departments will need to establish internal policies and processes to meet the compliance requirements set forth by the directive. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9181571
- author
- Rubin, Vicky LU and Härstedt, Ellen LU
- supervisor
- organization
- course
- HARH16 20242
- year
- 2025
- type
- M2 - Bachelor Degree
- subject
- keywords
- Pay Transperency Directiv, EU-law, Labour Law, Human Resources, Gender Equality Law, Sex Discrimination, Gender Pay Gap, Pay, Lönetransparensdirektivet, EU-rätt, Arbetsrätt, Diskrimineringsrätt, Könsdiskriminering, Löneskillnader, Lön
- language
- Swedish
- id
- 9181571
- date added to LUP
- 2025-01-17 14:13:18
- date last changed
- 2025-01-29 09:42:09
@misc{9181571,
abstract = {{The wage disparity between women and men stems from the historically unequal valuation of their work. This systemic undervaluation of women's contributions to the labor market has persisted over time, highlighting the ongoing need for regulatory measures to address these inequities and promote greater fairness in pay practices.
This study seeks to explore the anticipated impacts of EU Directive 2023/970, commonly known as the Pay Transparency Directive, on employers' payroll management processes and the operational functions of HR departments through a labor law analysis. The thesis adopts the legal dogmatic method to address and analyze the research question. This approach, a cornerstone of legal scholarship, is applied to determine the applicable law, de lege lata, by interpreting, organizing, and critically evaluating legal sources, in line with the principle of lex superior.
In the conclusion, we present our analysis and address the research question, where our primary finding suggests that the Pay Transparency Directive, in our view, will not result in any significant changes. The most notable impact on HR's operational work is expected to occur during the initial phase of the directive’s implementation. During this stage, the workload will be at its peak, as HR departments will need to establish internal policies and processes to meet the compliance requirements set forth by the directive.}},
author = {{Rubin, Vicky and Härstedt, Ellen}},
language = {{swe}},
note = {{Student Paper}},
title = {{Effekterna av lönetransparensdirektivet på HR:s operativa arbete - En arbetsrättslig analys av arbetsgivarens skyldigheter vid implementeringen av lönetransparensdirektivet med fokus på rekrytering, lönesättning, lönerevision och samverkan med fackliga organisationer}},
year = {{2025}},
}