(Parlamento europeo, 5 aprile 2022)
Roma, 12 aprile 2022 – Il Parlamento europeo ha approvato a larga maggioranza il mandato negoziale per avviare i negoziati sulla direttiva sulla trasparenza delle retribuzioni.
Il progetto di direttiva intende contrastare la disparità retributiva tra uomini e donne. Infatti, nell’Unione europea le donne guadagnano in media circa il 14% in meno degli uomini per lo stesso lavoro. Il divario retributivo ha ripercussioni a lungo termine sulla qualità della vita delle donne, esponendole a un maggiore rischio di povertà. Inoltre, il gap retributivo perpetua il divario retributivo pensionistico, che nell’UE è pari al 33 %. La pandemia e le sue conseguenze economiche e sociali hanno reso ancora più urgente affrontare questo problema, dato che la crisi ha colpito in modo particolare le lavoratrici.
Questa situazione contrasta con l’articolo 157 del Trattato sul funzionamento dell’Unione europea, che sancisce il principio della parità di retribuzione.
Il nocciolo della proposta di direttiva è rappresentato dall’obbligo per le aziende con almeno 50 dipendenti di pubblicare i dati sulla retribuzione per genere e di adottare misure per affrontare l’eventuale divario retributivo esistente.
Per questa ragione, saranno vietate le condizioni contrattali che impediscono ai lavoratori di divulgare informazioni riferite alla loro retribuzione. Dovranno inoltre essere stabiliti strumenti di valutazione per il confronto retributivo nonché sistemi di classificazione del personale basati su criteri neutrali rispetto al genere.
Nel caso in cui dalle valutazioni emerga un divario retributivo di genere pari o superiore al 2,5%, le imprese dovrebbero elaborare una valutazione delle retribuzioni e mettere in campo azioni concrete per eliminare il divario, in cooperazione con le rappresentanze sindacali.
È importante evidenziare che, secondo la proposta, sarà adottata una nozione ampia di “retribuzione”, che si riferisce non solo al salario o allo stipendio, ma anche a tutti gli altri vantaggi, in contanti o in natura, che il lavoratore riceve direttamente o indirettamente (“componenti complementari o variabili”) dal datore di lavoro a motivo della sua occupazione, tra cui i bonus, le prestazioni complementari e le diverse forme di indennità.
Gli eurodeputati, inoltre, chiedono che sia creata una denominazione per le aziende che non presentano un divario retributivo di genere, una sorta di “bollino verde” che attesti il rispetto della parità retributiva in azienda.
Di altrettanto rilievo, infine, è lo spostamento dell’onere della prova in capo al datore di lavoro nell’ipotesi in cui il lavoratore agisca in giudizio per la violazione del principio della parità di retribuzione. Si tratta, sostanzialmente, di chiarire quanto già sancito dal diritto anti-discriminatorio, in forza del quale l’onere della prova sulla inesistenza di una discriminazione è già accollato al datore di lavoro.
Dal momento che il Consiglio ha già approvato la sua posizione comune, i negoziati potranno avviarsi in tempi brevi.
Si ricorda che, sul piano nazionale, è stato da poco approvato il Decreto interministeriale che definisce le modalità per la redazione del rapporto biennale sulla situazione del personale maschile e femminile, recentemente estenso alle aziende con più di 50 dipendenti (legge n. 162/2021).
Per approfondire: proposta_direttiva_parità_retribuzione_genere
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