Recent constitutional and Federal Labour Law (FLL) reforms in Mexico have reframed equal pay as a structural obligation to reduce the gender pay gap, moving beyond its traditional role as an individual anti-discrimination guarantee. This article examines the implications of this shift and the emerging pay-transparency proposals which may soon reshape employer compliance expectations.
Released on Apr 21, 2026
Recent amendments to the Polish Labour Code introduce new obligations relating to pay transparency at the recruitment stage. The changes constitute the first step towards implementing the EU Pay Transparency Directive into Polish law. The new provisions require employers to inform job applicants about the proposed remuneration or salary range, ensure gender-neutral job titles in recruitment advertisements, and refrain from requesting information about candidates’ salary history. This article analyses the scope of the new obligations, their practical implications for employers conducting recruitment processes, and their role within the broader framework of the Directive’s implementation. The article also discusses interpretative challenges related to the definition of remuneration and the disclosure of internal remuneration regulations. Finally, it situates the recent amendments within the broader legislative process aimed at strengthening equal pay mechanisms and transparency in the labour market.
Released on Apr 20, 2026
The draft Polish act implementing the EU Pay Transparency Directive imposes a number of obligations on employers that require cooperation with workplace trade union organisations or – where no such organisations operate – with employee representatives elected by the workforce. This article analyses the scope and nature of these obligations, with particular emphasis on the fundamental distinction in Polish employment law between consultation and agreement. It also discusses the practical challenges that the new regulations may create for employers and social partners.
Released on Apr 20, 2026
This article provides an overview of Law 14,611/23, which introduces several obligations for private legal entities with more than 100 employees to guarantee equal salary and compensation criteria for women and men undertaking work of equal value; namely, the publication of a bi-annual Salary Transparency Report.
Released on Sep 21, 2023