Salary Transparency Report must be filled out by August 31

Measure seeks to promote equal pay for men and women in the labor market

Companies have until August 31 to complete the Salary Transparency and Remuneration Criteria Report through Emprega Brasil Portal.

By September 30, companies must ensure that this information is clearly and accessibly displayed on their websites, social media, or other communication channels, so that employees, workers, and the general public can consult the information. This measure, established by Law No. 14.611/2023, aims to promote transparency and access to data, helping to reduce salary inequalities.

Salary inequality still persists

Although the goal of wage transparency is to reduce gender inequality in the workplace, it is still too early to observe a significant decrease in salary disparities. The Transparency Report delivered in the first half of 2024 revealed that women continue to earn, on average, 19.1% less than men in the country.

Salary Transparency Report: DPC assists companies with compliance and alignment

In addition to filling out the report, DPC provides guidance to businesses on adhering to equity principles. Law No. 14.611/2023 made it mandatory for companies with more than 100 employees to submit the semi-annual Salary Transparency Report and Remuneration Criteria. In light of this new requirement, some clients felt the need for specialized support, and DPC promptly accepted the challenge, gathering a multidisciplinary team to guide them in various aspects.

Challenges beyond filling out forms

Companies have raised doubts about compliance with regulations, with uncertainties and concerns regarding labor risks and possible fines, as well as the interest in defining strategies for a longer-term horizon, establishing or changing their human resources policies.

"Beyond the completion, it is necessary to consider that there are strategies behind this information provision, which should drive the strengthening of policies that demonstrate a genuine commitment to pay equity," warns Marcelo Leite, HR leader at DPC.

In addition to the workers' data extracted from eSocial for the document completion, questions such as job and salary plans, salary and remuneration criteria used, policies to encourage the hiring of women, and criteria adopted for promotions to leadership/management positions must be addressed.

The report highlights the need for some companies to define, change, or adapt their recruitment, development, and compensation policies. "The general challenge is for businesses to understand where their gaps are and what actions can be taken to mitigate or even eliminate these gaps," says the expert.

Inspection and penalties

Inspection of the report publication continues to be carried out by the Ministry's Labor Inspection. If the company fails to meet the requirement of making the report publicly visible, it will be subject to an administrative fine, which can be as high as 3% of the company’s payroll, with a maximum limit of 100 minimum wages. Additionally, companies may be penalized in cases of wage discrimination between men and women.

Specialized support

More than just filling out data semi-annually, this obligation reinforces the need to establish or adjust recruitment and compensation policies. DPC combines labor law knowledge and HR management expertise to offer support that ranges from completing the report to designing robust equity policies focused on equal opportunities and wages. Count on this multidisciplinary support: dpc@dpc.com.br.