Key Benefits:
See the copyright notice Conditions of use .
In accordance with the decision of the Parliament:
The aim of this law is to prevent discrimination on grounds of sex and to promote equality between women and men, and to this end improve the situation of women, especially in the workplace. The purpose of the law is also to prevent discrimination on the grounds of gender identity or gender expression.
This Act shall not apply to:
(1) the religious exercise of the Evangelical Lutheran Church, the Orthodox Church and other religious communities; and
2) family members or other relationships within the sphere of private life.
Articles 10 and 11, Article 14a, and Articles 17 and 19 shall not apply to the activities of the Parliament relating to the exercise of the mandate of the representative of the Parliament. Articles 10 and 11 shall not apply to the activities of the President of the Republic. (17,1995/206)
Paragraph 3 has been repealed by L 17.2.1995/196 .
Employee For the purposes of this law, any person who commits to another (employer) work under the supervision and supervision of a remuneration or other consideration, or is in a relationship or other comparable service State, municipality or other public body (authority). As far as the worker is concerned, the provisions of this law shall apply mutatis mutandis to the person employed in a comparable legal relationship.
Employer Referred to in this Act, the employer and the public body referred to in paragraph 1. As provided for in this law, the employer is employed by another employer (user undertaking) from another employer (user undertaking) in the exercise of the employer's control over the contract law (2002) In accordance with
The provisions on the employer shall apply mutatis mutandis to any other legal relationship with the employer.
Training organiser For the purposes of this law, which organises legal education or training.
On gender identity, For the purposes of this law, a person's experience of his or her sex.
Gender: For the purpose of this law is the introduction of gender, by way of dressing, by behaviour or by any other equivalent.
The law provides for discrimination on grounds of gender identity or the expression of sex, and shall apply equally to discrimination based on the fact that the characteristics of a person's physical sex are not unambiguously Or a man.
In all its activities, the authorities must promote equality between women and men in a targeted and planned manner, and establish and establish administrative and operational procedures to ensure equality between women and men. Promotion of research and development.
In particular, it is necessary to change the conditions that prevent equality.
The promotion of equality between women and men should be taken into account in the provision and supply of services within the meaning of paragraphs 1 and 2.
With the exception of both women and men in the State committees, negotiating bodies and other similar institutions, municipal councils must be both women and men of at least 40 %, Subject to specific reasons.
Where a public authority or an agency, an institution or a majority of a municipality or a qualified majority has a management board, a management board, or a management or administrative body consisting of a board of directors, the institution shall: Equal to both women and men, subject to special circumstances.
The authorities and all those who are invited to nominate candidates for the institutions referred to in this Article shall, as far as possible, propose both women and men per seat.
Public authorities and training providers, as well as other organisations providing training or training, shall ensure that girls and boys, as well as women and men, have the same opportunities for training and professional development and that: Education, research and teaching support the purpose of this law. Equality is promoted in education and training, taking into account age and development of children.
The organiser of the training shall be responsible for the annual development of a gender equality plan in cooperation with staff and pupils or students. The plan may be incorporated into the curriculum or other educational establishment plan.
The equality plan shall include:
(1) a report on the equality situation of the institution;
(2) the necessary measures to promote equality;
(3) an assessment of the implementation and results of the measures contained in the previous equality plan.
Particular attention should be paid to student or student choices, the organisation of teaching, the learning gap and the evaluation of educational achievements, and the prevention and eradication of sexual harassment and sexual harassment.
Instead of a yearly review, the plan may be drawn up for a maximum of three years at a time.
Each employer must work to promote gender equality in the workplace in a targeted and planned way.
In order to promote equality in employment, the employer shall, taking into account available resources and other relevant factors:
(1) act in such a way that both women and men should be sought in the vacant posts;
(2) to promote balanced participation of women and men in different tasks and to create equal opportunities for them;
(3) to promote equality between women and men in terms of employment conditions, particularly in the case of pay;
(4) develop working conditions such that they are suitable for both women and men;
(5) to make it easier for women and men to reconcile working life and family life, with particular emphasis on working arrangements; and
(6) measures to prevent discrimination based on sex in advance.
Where the number of staff employed by the employer is regularly at least 30 employees, the employer shall draw up at least every two years, in particular, a plan for equal pay and other conditions of employment: , action is taken to promote equality. The plan may be included in the staff and training plan or the work programme.
The Equity Plan shall be drawn up in cooperation with the trustee, the trustee, the Labour Inspection Officer or other representatives appointed by the staff. Staff representatives shall have adequate means of participation and influence when drawing up the plan.
The equality plan shall include:
(1) a report on the gender situation in the workplace and its analysis of the different roles of women and men, as well as a survey of all staff on the classification, remuneration and pay differentials between women and men;
(2) the necessary measures for the promotion of equality and the achievement of gender equality, planned or planned to be implemented;
(3) an assessment of the implementation and results of the measures contained in the previous equality plan.
The equality plan and its updating shall be communicated to the staff.
Wage mapping may be contracted locally at least every three years if the other aspects of the equality plan are carried out annually.
The wage survey will help to establish that there are no unjustified wage differences between women and men employed by the same employer who are employed by the same employer.
If there are clear differences between women's and men's pay, the employer must explain the reasons and the reasons for the pay gap, if there is a clear difference in the pay gap between men and women. If wage-setting schemes are in place in the workplace, where wages are made up of wages, the main categories of pay are to be considered.
If there is no acceptable reason for wage differences, the employer must take appropriate corrective measures.
Public authorities, training providers and other education or training organisations, as well as employers, must prevent discrimination based on gender identity or gender-based discrimination in a targeted and planned way.
The obligation referred to in paragraph 1 shall be taken into account in the preparation of the equality plans as set out in Articles 5a and 6a by the institution and the employer when deciding on measures to promote equality.
Direct and indirect discrimination on grounds of sex shall be prohibited.
Indirect discrimination on grounds of sex Referred to in this Act:
1) the different status of women and men on the basis of gender;
2) a different status for a cause of pregnancy or childbirth;
3) a different status on the basis of gender identity or sex.
Indirect discrimination based on sex Referred to in this Act:
(1) the establishment of a different status, on the basis of a provision, criterion or practice which is neutral in relation to gender, gender identity or the expression of gender, if the effect of the procedure is that persons can actually be at a disadvantage; Status on grounds of sex;
2) a different status on the basis of parental or family maintenance obligations.
However, the procedure referred to in paragraph 3 shall not constitute discrimination if it pursues an acceptable objective and the means chosen must be considered appropriate and necessary in relation to that objective.
Discrimination is prohibited, irrespective of whether or not it is based on a person or a person of fact or other.
Sexual harassment and harassment on grounds of sex, as well as an instruction or instruction to discriminate on grounds of sex shall be deemed to be discrimination within the meaning of this Act.
Sexual harassment, sexual harassment. Means any unwanted conduct of a sexual nature, whether verbal or non-verbal or physical, of a sexual nature which is intentionally or effectively violating the mental or physical integrity of a person, in particular by creating a threat, A hostile, degrading, humiliating or oppressive atmosphere.
Sex-based harassment In this Act shall mean unsolicited unsolicited use of a person's sex, gender identity or the expression of gender, which is not of a sexual nature, intentionally or in practice of violating this spirit or Physical integrity, creating an intimidating, hostile, degrading, humiliating or distressing atmosphere.
The employer's procedure shall be deemed to be prohibited by this law if the employer:
(1) when selecting or choosing to perform a job or training, a person who is more deserving than the person who has been chosen has been replaced, unless the employer's proceedings have been caused by another acceptable circumstance other than that: On behalf of sex, or in the absence of a strong and acceptable reason for the quality of the work or mission;
(2) In order to take part in the work, exercise or training, or in the event of a period of service or continuation of employment, or in determining the conditions of employment, a person is subject to pregnancy, maternity or other sex; In the case of a disadvantage;
(3) apply pay or other conditions of employment in such a way that workers or workers are put at a disadvantage on the grounds of sex than one or more employees employed by the employer in the same or equivalent work;
4) lead to work, share work tasks or otherwise organise working conditions so that one or more employees are disadvantaged by comparison with others on the basis of sex;
(5) terminate, terminate or otherwise terminate the employment of one or more workers on the basis of sex of one or more employees.
The procedure referred to in paragraph 1 (2) to (5) shall also constitute discrimination prohibited by this law where it is based on gender identity or the expression of gender.
However, the procedure referred to in paragraph 1 (2) to (5) shall not constitute discrimination in the case of a situation referred to in Article 7 (4) and for a reason to be adopted pursuant to that provision.
The employer's proceedings shall be deemed to constitute discrimination prohibited by this law if the person is dismissed or otherwise placed at a disadvantage following his appeal to the rights or obligations laid down in this Act, or To investigate the matter of gender discrimination.
The prohibition of discrimination prohibited by this law shall also include the fact that the supplier of goods or services places a person at a disadvantage or treats him with negative consequences after he has invoked this law , or have participated in the inquiry into the matter of gender discrimination.
The procedure for the education and training of the institution and of other education and training institutions shall be deemed to be prohibited in this Act if the person is placed in student choices, the organisation of teaching, the assessment of educational qualifications or the institution 's Or other activities of the Community, on the grounds of sex, to a disadvantage other than others, or otherwise treated within the meaning of Article 7. This paragraph shall not apply to the instructors and schools provided for in the Basic Education Act.
Such a procedure shall be deemed to constitute discrimination prohibited by this Act, where a person is placed at a disadvantage by sex on the basis of sex in the activities of the labour market organisation or of another organisation pursuing a professional interest representation, or Or otherwise shall be treated as referred to in Article 7.
The employer's procedure shall be deemed to be prohibited under this law if the employer, after having received the information that the worker has been subjected to sexual harassment or other forms of sexual harassment, fails to take up the available Action to remove interference.
The procedure of the goods or service provider shall be deemed to constitute discrimination prohibited by this law if the person is placed in the public or private sector in the supply of goods and services generally available on the basis of sex Less favourable or otherwise treated within the meaning of Article 7.
However, the provision of goods and services exclusively or principally to representatives of the other sex shall be permitted if it is justified in order to achieve a legitimate objective and pursues this objective by appropriate and necessary means.
This article does not apply to the content of media and advertising, nor to education.
The use of gender as a factor in insurance premiums and benefits is valid, as is the case in the Insurance Companies Act (2021/2008) , insurance undertakings, (180/1987) And the Law on Foreign Insurance Companies (398/1995) Provides.
Discrimination based on sex within the meaning of this Act shall not be regarded as:
1) special protection for women as a result of pregnancy or childbirth;
2) for compulsory military service only for men;
(3) either the approval of women or men as members of an association other than the labour market organisation itself, provided that this is based on an explicit provision in the statutes of the association; where the association has other professional interest The organisation, furthermore, requires the organisation to pursue the purpose of this law; and
(4) interim measures, based on the plan, to promote effective equality with a view to achieving the purpose of this law.
If any person who considers himself to be the object of discrimination within the meaning of this law shall, when dealing with the matter referred to in this law, present the facts to the extent that it may be presumed that Discrimination on grounds of sex, the defendant must demonstrate that there has been no breach of gender equality, but that the procedure has been the result of a different, acceptable fact than sex. This provision shall not apply to criminal proceedings.
At the request of the employer, the employer shall, without delay, provide a written explanation of the procedure to the person who considers that they have been excluded as referred to in Article 8 (1) (1). The study shall show the selection criteria followed by the employer, the chosen course of training, the work and other experience and other clearly demonstrable merits and points of choice.
Similarly without delay, the employer shall provide a written explanation of the reasons for its conduct to the jobseeker or to an employee who considers that he has been subject to discrimination within the meaning of Article 8 (1) (2) to (5), (8a) or Article 8d.
The employer shall provide the employee with an explanation of the reasons for the remuneration and other information necessary for the worker to ascertain whether the prohibition on pay discrimination pursuant to Article 8 (1) (2) or (3) has been complied with.
The Confidence Trustee and the Confidence Authorised Officer, as referred to in Section 3 of Chapter 13 of the Labour Contract Act, or according to the agreement of the other employees' representative, have an independent right of access to Information on pay and working conditions of an individual worker with his or her consent or group of workers, or as agreed in a collective agreement in the sector, where there are grounds for suspecting wage discrimination on grounds of sex. Where the information relates to the remuneration of an individual, the person concerned shall be informed that the information has been provided. Confidential or other employee representatives shall not disclose information on pay and working conditions.
The report shall not include information on any health or other personal circumstances without the consent of this person.
At the request of the institution as well as other education and training establishments, a written report shall be submitted without delay to a student who considers that he has been discriminated against, as mentioned in Article 8b.
The report shall not include information on any health or other personal circumstances without the consent of this person.
Anyone who has infringed the prohibition of discrimination referred to in Articles 8 or 8a to 8e shall be obliged to pay compensation.
The compensation shall be at least eur 3 240. In the case of recruitment, the compensation shall not exceed EUR 16 210 for a jobseeker with whom the employer can prove that he would not have been elected, even if the choice had been made on a non-discriminatory basis. Such a qualification shall take into account the nature and extent of the discrimination and the duration of the discrimination, as well as the financial penalty imposed on or imposed on the same offence under other law.
The compensation may be reduced by the minimum amount laid down above or the obligation to complete the refund if it is considered reasonable, taking into account the economic status of the infringer and the efforts to prevent or eliminate the effects of the proceeding, and Other circumstances.
In addition, the conduct of the compensation does not prevent the injured party from claiming compensation for the loss of financial compensation (1999) Or by any other law.
Reaction shall be required by means of a complaint which must be brought before the District Court whose jurisdiction is the general place of law of the employer, the educational establishment, the organisation or the provider of the goods or services.
The payment of compensation shall be increased within two years of any breach of the prohibition of discrimination. However, in the event of recruitment, the action must be brought within one year of the breach of the prohibition of discrimination.
Where a claim has been brought on the basis of discrimination on the grounds of discrimination and a number of persons are entitled to claim compensation on the basis of the same act or omission, any claim for compensation, in so far as it is possible, shall be treated in the same Proceedings.
§ 13 has been repealed by L 15.4.2005/232 .
The place of work or training shall not be reported only for the purpose of either women or men, unless there is a strong and acceptable reason for the quality of the work or function, or is based on the plan referred to in Article 9 (2) (4). Implementation. (08.07.1992/624)
Paragraph 2 has been repealed by L 17.2.1995/206 .
Penalty discrimination in employment Article 3 of Chapter 47 of the Penal Code -In.
The penalty for breach of the obligation of professional secrecy laid down in Article 10 (4) Article 2 of Chapter 38 of the Penal Code (2), unless the act is punishable Article 5 of Chapter 40 of the Penal Code Or of non-material Article 1 of Chapter 38 of the Penal Code There is a more severe punishment.
A violation of Article 14 of the prohibition of training at the time of notification must be condemned: On discriminatory advertising Fine. The prosecutor may press charges for discriminatory advertising only on the basis of the declaration of the High Commissioner. (13/05/1/488)
The Court of Justice may request the opinion of the Equality and Equality Board on the application of Articles 7, 8, 8a to 8e and 14 with regard to the objectives of this law.
The Committee on Equal Opportunities and the Equality and Equal Opportunities Board shall monitor compliance with this law in the private sector and in the public administration and business activities as provided for in this Act and separately.
The Equality Authorised shall have the right, free of charge, to obtain from the authorities the information necessary for the enforcement of this law, without prejudice to the provisions of the present case or document.
The Equality Officer shall have the right within a reasonable period of time, within a reasonable period of time, to obtain the information necessary for the enforcement of this law and to demand that the document held by this person be presented, unless it is legally entitled to do so, or The obligation to refuse to testify or to issue a document.
At the request of a suspected employee, the representative of a worker within the meaning of Article 10 (4) shall be entitled to receive information on pay and working conditions from an individual worker on an equal footing, where there is a reasonable doubt. However, within two months of receipt of the request, the High Commissioner should submit the information to the representative. If the Equal Opportunities Commissioner refuses to provide the required information, the representative of the worker may refer the matter to the Equality and Equality Board.
The publication of the church and church documents in the Evangelical Lutheran Church is expressly provided for.
An equal authority shall have the right to carry out the necessary checks at the place of work, educational establishment or the organisation, or in the premises of the provider of goods or services, where there is reason to suspect that it has been contrary to this law or that Otherwise the equality obligations laid down by law have not been complied with.
The Equality Authorised shall have the right to receive assistance from other authorities for the purpose of the verification.
The verification shall be carried out in such a way that it does not cause unnecessary inconvenience or costs.
Anyone who suspects that they have been discriminated against under this law may ask for guidance and advice on the matter.
In the event of non-compliance with the obligations laid down in this Act, or otherwise in breach of the provisions of the law, the High Commissioner shall seek advice and advice that the unlawful conduct shall not be extended or renewed.
Where, in spite of the instructions or advice referred to in paragraph 2, the training organiser or the employer, in spite of the instructions or advice referred to in paragraph 2, fails to comply with the obligation laid down in Article 5a or 6a to draw up a gender equality plan, the Equal Opportunities Commissioner may set a reasonable The time limit within which the obligation must be fulfilled.
For the purposes of the procedure referred to in Article 21, the Equal Opportunities Commissioner or the Centre for the Labour Market may refer the matter to the Committee on Equal Opportunities for Equality and Equal Opportunities for the purposes of Article 21.
For the purposes of the procedure referred to in Article 21 (4), the Committee on Equal Opportunities may refer the matter to the Committee on Equal Opportunities and Equal Opportunities for the purposes of Article 5a and 6a.
However, the Committee on Equal Opportunities and Equal Opportunities for Equality and Equal Opportunities may not be referred to the Committee on the Rights of the President of the Republic, the General Assembly, the Courts and other judicial bodies, the Attorney General or the Parliament The Ombudsman's activities. The matter of representation may be referred to the Board only in the case of the activities of the Parliament or of its institution as a public authority or as an employer.
The Law on Equality and Equal Opportunities provides for the adoption of a Law on Equal Opportunities and Equal Opportunities (1327/2014) .
The Equality and Equality Board may prohibit the continuation or renewal of a procedure, where appropriate, under threat of a fine, which has been in breach of Articles 7, 8, 8a or 8e or 14.
The threat of a fine may be imposed on the person concerned or his representative or both.
At the same time, when imposing a ban, it may be decided that the prohibition must be complied with only from the date specified in the decision, where it is appropriate that a reasonable period of time be reserved for the obligation to change the circumstances or the procedure to which the prohibition is based.
On a proposal from the High Commissioner for Equal Opportunities, the Committee on Equal Opportunities and Equal Opportunities may, where appropriate, under threat of a fine, oblige the organiser or employer who has failed to comply with the obligation referred to in Article 5a or 6a within the prescribed period The equality plan.
The Equality Officer may impose a penalty payment on the obligation to present the information and document referred to in Article 17 (2). The penalty payment is to be condemned by the Equality and Equality Board.
The penalty payment is otherwise provided for in the (1113/1990) .
§ 22 has been repealed by L 30.12.2014/1329 Which shall enter into force at the time of the adoption of the law. The previous wording reads:
An appeal is brought against the decision of the Administrative Court by the Administrative Court. The appeal shall be valid for the purposes of the Administrative Loan Act (18/06/1996) Provides.
The prohibition and obligation of a decision adopted by the Committee on Equal Opportunities under Article 21 must be complied with immediately, even if it has not obtained the force of the law, unless the Board or the Administrative Court decides otherwise.
The euro amounts mentioned in Article 11 (2) are to be reviewed by a decree of the Council of Ministers for a period of three years, respectively.
More detailed provisions on the implementation of this law shall be adopted, where appropriate, by a regulation.
This Act shall enter into force on 1 January 1987.
Before the entry into force of this Act, measures may be taken to implement the law.
The provisions of this Act shall not apply where they are incompatible with a contract of employment, tenure or contracts concluded before the entry into force of this Act. The provision of Article 4 (2) of this Law shall not oblige the composition of the State Committee, the Advisory Board or the other equivalent body to be amended before the entry into force of the law.
Paragraph 4 has been repealed by L 28.11.1997/1037 .
HE 57/85, second lvhkmiet 4/86, Svk.miet 79/86This Act shall enter into force on 1 June 1988.
The provision of Article 4 (2) of this Law does not oblige the composition of a municipal institution to be amended before the entry into force of the law.
HE 192/87, second Ivhkmiet 2/88, Svk.miet 21/88
This Act shall enter into force on 1 August 1992.
THEY 63/92 , SuVM 4/92, TyVM 2/92
This Act shall enter into force on 1 March 1995.
The quota principle laid down in Article 4 (2) of the Law shall apply to the institutions subject to the entry into force of the law.
THEY 90/94 , TyVM 10/94, Annex XVIII to the EEA Agreement: Council Directive (75/117/EEC), Council Directive (76/207/EEC), Council Directive (79/7/EEC), Council Directive (86/378/EEC) Council Directive (86/613/EEC) Council Directive (92/85/EEC)
This Act shall enter into force on 1 September 1995.
THEY 94/93 , LaVM 22/94, SuVM 10/94
This Act shall enter into force on 1 December 1997.
THEY 174/1997 , OJ 26/1997, StVM 21/1997, EV 173/1997
This Act shall enter into force on 1 June 2005. Before the law enters into force, measures may be taken to implement the law.
THEY 195/2004 , TyVM 3/2005,
This Act shall enter into force on 1 January 2009.
Before the law enters into force, measures may be taken to implement the law.
THEY 153/2008 , TyVM 14/2008, EV 186/2008, Council Directive 2004 /113/EC (32004L113); OJ L 373, 21.12.2004, p. 37
This Act shall enter into force on 15 June 2009.
Before the law enters into force, measures may be taken to implement the law.
THEY 44/2009 , TyVM 4/2009, EV 58/2009, Directive 2002/73/EC of the European Parliament and of the Council (32002L0073); OJ L 269, 5.10.2002, p. 15
This Act shall enter into force on 17 May 2011.
THEY 286/2010 , LaVM 34/2010, EV 311/2010
The entry into force of this Act shall be regulated by law.
This law is valid for L 1347/2014 From 1 January 2015.
THEY 19/2014 , THEY 111/2014 , TyVM 11/2014, EV 223/2014
