Entgelttransparenzrichtlinie: Durchsetzung von Ansprüchen

In dieser Folge unseres Arbeitsrecht-Podcasts erläutern Sarah Haubmann und Julia Morscher die Durchsetzungsmechanismen der EU-Entgelttransparenzrichtlinie. Die Richtlinie, soll den Zugang zu gerichtlichen und verwaltungsrechtlichen Verfahren erleichtern und Verfahrenshürden abbauen. Vorgese-hen sind unter anderem eine erleichterte Beweisführung durch eine Verlagerung der Beweislast zulasten des Arbeitgebers sowie ein erweiterter Zugang zu relevanten Informationen und Beweismitteln. Arbeit-nehmer sollen zudem Schadenersatz ohne Obergrenze geltend machen können, und Gerichte können zusätzliche Abhilfemaßnahmen wie Aktionspläne oder Schulungen anordnen. Auch im Bereich der Kos-ten und Verjährungsfristen bringt die Richtlinie wesentliche Neuerungen, um die Durchsetzung von An-sprüchen weiter zu stärken

Pay Transparency Directive: enforcement

In this episode of our Arbeitsrecht podcast, Sarah Haubmann and Julia Morscher focus their discussion on the enforcement of claims under the EU Pay Transparency Directive. The Directive, which is still to be implemented into Austrian law, aims to make it easier to enforce rights by removing existing proce-dural obstacles. This will be achieved, among other things, by reducing procedural hurdles, such as shifting the burden of proof to the employer and improving access to information and evidence. Changes in cost allocation in favour of employees are also envisaged.

Enforcement and standing to sue

The objective of the directive is to facilitate access to judicial and administrative proceedings for the enforcement of rights. Employees, as well as associations, organisations, equality bodies and employee representatives, should also be authorised to support affected individuals or act on their behalf.
Violations of transparency requirements could, on the one hand, be sanctioned with administrative fines. On the other hand, the provisions could be implemented as independently enforceable claims. Another option would be a reduction in the requirements for the substantiation of claims.

Damages and remedies

The Directive clearly states that employees may claim compensation for damages without any cap. Furthermore, the directive provides for additional remedial measures. In addition to injunctions, courts may order the preparation of action plans or the training of HR staff.

Burden of proof and access to evidence

The burden of proof will increasingly favour employees. If the employer fails to meet its obligations, the burden of proof will be reversed. Furthermore, courts may also order the disclosure of evidence, includ-ing confidential information – a novelty for Austrian civil procedure. Protective measures for confidential data are anticipated.

Comparators and monitoring

The Directive makes it easier to prove “equal or equivalent work”: a comparator may work for another employer or at a different time; statistics and hypothetical comparators are allowed. A monitoring body is planned at the Federal Accounting Agency to collect and publish pay reports.

Costs and limitation periods

The Directive seeks to minimise cost-related risks. Where claims are based on legitimate grounds, em-ployees should not be liable for costs – even if the claim is ultimately unsuccessful. In addition, a mini-mum limitation period of three years applies from the time the violation becomes known. The period is suspended as soon as the individual takes action.