{"id":266027,"date":"2024-03-14T09:49:22","date_gmt":"2024-03-14T08:49:22","guid":{"rendered":"https:\/\/www.compasshrg.com\/?p=266027"},"modified":"2025-11-12T13:51:21","modified_gmt":"2025-11-12T12:51:21","slug":"eus-lonetransparensdirektiv-vad-ar-det-och-vad-innebar-det","status":"publish","type":"post","link":"https:\/\/www.compasshrg.com\/sv\/blog\/eus-lonetransparensdirektiv-vad-ar-det-och-vad-innebar-det\/","title":{"rendered":"EU:s l\u00f6netransparensdirektiv \u2013 vad inneb\u00e4r det f\u00f6r svenska arbetsgivare?"},"content":{"rendered":"

[et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” custom_margin=”0px||0px||false|false” custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_margin=”0px||0px||false|false” custom_padding=”0px||2rem||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” custom_margin=”0px||0px||false|false” custom_padding=”0px||0px||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” custom_margin=”0px||0px||false|false” custom_padding=”0px||1rem||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

Direktivet \u00e4r en del av EU:s bredare arbete f\u00f6r att minska l\u00f6neskillnader och s\u00e4kerst\u00e4lla lika l\u00f6n f\u00f6r lika eller likv\u00e4rdigt arbete.<\/p>\n

Direktivet antogs av Europaparlamentet i maj 2023 och ska vara implementerat i nationell lagstiftning senast den 7 juni 2026.<\/p>\n

Den svenska regeringen har tillsatt en s\u00e4rskild utredning f\u00f6r att analysera hur direktivet ska inf\u00f6ras i svensk r\u00e4tt, och ett lagf\u00f6rslag v\u00e4ntas presenteras under 2025.<\/p>\n

\u00c4ven om m\u00e5nga detaljer \u00e4nnu inte \u00e4r p\u00e5 plats st\u00e5r det klart att de nya reglerna kommer att p\u00e5verka b\u00e5de HR-processer, l\u00f6nestrukturer och rekrytering i svenska f\u00f6retag.<\/p>\n

<\/h2>\n

Vad \u00e4r l\u00f6netransparensdirektivet?<\/h2>\n

L\u00f6netransparensdirektivet fastst\u00e4ller gemensamma EU-regler som ska \u00f6ka tydligheten kring l\u00f6nes\u00e4ttning i b\u00e5de privata och offentliga organisationer.<\/p>\n


Syftet \u00e4r att minska k\u00f6nsbaserade l\u00f6neskillnader och s\u00e4kerst\u00e4lla att kvinnor och m\u00e4n f\u00e5r lika l\u00f6n f\u00f6r samma eller likv\u00e4rdigt arbete.<\/p>\n

Direktivet inneh\u00e5ller flera centrala krav som medlemsl\u00e4nderna ska inf\u00f6ra i sin nationella lagstiftning, bland annat:<\/p>\n

[\/et_pb_text][dsm_icon_list icon_color=”#1EAEE2″ icon_gap_width=”1.5em” icon_font_size=”20px” list_vertical_alignment=”flex-start” list_space_between=”10px” list_padding=”||||false|false” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”||||false|false” hover_enabled=”0″ locked=”off” global_colors_info=”{}” sticky_enabled=”0″][dsm_icon_list_child text=”R\u00e4tt till information: Anst\u00e4llda f\u00e5r r\u00e4tt att beg\u00e4ra uppgifter om sin individuella l\u00f6n samt genomsnittsl\u00f6ner uppdelade efter k\u00f6n f\u00f6r grupper av arbetstagare som utf\u00f6r samma eller likv\u00e4rdigt arbete. Om uppgifterna \u00e4r otydliga eller ofullst\u00e4ndiga har den anst\u00e4llde r\u00e4tt att beg\u00e4ra f\u00f6rtydliganden och f\u00e5 ett motiverat svar.” font_icon=”=||divi||400″ _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/dsm_icon_list_child][dsm_icon_list_child text=”Krav p\u00e5 l\u00f6nestrukturer: Alla arbetsgivare ska kunna kategorisera sina tj\u00e4nster i grupper som utf\u00f6r samma eller likv\u00e4rdigt arbete och beskriva vilka objektiva och k\u00f6nsneutrala kriterier som ligger till grund f\u00f6r l\u00f6nes\u00e4ttningen. Dessa kriterier ska vara tillg\u00e4ngliga f\u00f6r de anst\u00e4llda.” font_icon=”=||divi||400″ _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/dsm_icon_list_child][dsm_icon_list_child text=”Krav p\u00e5 dokumentation: Arbetsgivare ska kunna redog\u00f6ra f\u00f6r och dokumentera hur l\u00f6ner fastst\u00e4lls \u2013 baserat p\u00e5 sakliga, k\u00f6nsneutrala faktorer som ansvar, erfarenhet och prestation.” font_icon=”=||divi||400″ _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/dsm_icon_list_child][dsm_icon_list_child text=”Rapportering av l\u00f6neskillnader: F\u00f6retag med fler \u00e4n 100 anst\u00e4llda ska rapportera l\u00f6neskillnader mellan kvinnor och m\u00e4n.” font_icon=”=||divi||400″ _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/dsm_icon_list_child][\/dsm_icon_list][dsm_icon_list icon_color=”#1EAEE2″ icon_gap_width=”1.5em” icon_font_size=”20px” list_vertical_alignment=”flex-start” list_space_between=”10px” list_padding=”|||45px|false|false” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”||||false|false” hover_enabled=”0″ locked=”off” global_colors_info=”{}” sticky_enabled=”0″][dsm_icon_list_child text=”F\u00f6retag med fler \u00e4n 250 anst\u00e4llda ska rapportera varje \u00e5r.” font_icon=”E||divi||400″ _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/dsm_icon_list_child][dsm_icon_list_child text=”F\u00f6retag med mellan 100\u2013249 anst\u00e4llda ska rapportera vart tredje \u00e5r.” font_icon=”E||divi||400″ _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/dsm_icon_list_child][dsm_icon_list_child text=”Om rapporten visar en skillnad p\u00e5 mer \u00e4n 5 % mellan k\u00f6nen, som inte kan f\u00f6rklaras med objektiva kriterier, m\u00e5ste f\u00f6retaget genomf\u00f6ra en gemensam l\u00f6nekartl\u00e4ggning tillsammans med arbetstagarrepresentanter.” font_icon=”E||divi||400″ _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/dsm_icon_list_child][\/dsm_icon_list][dsm_icon_list icon_color=”#1EAEE2″ icon_gap_width=”1.5em” icon_font_size=”20px” list_vertical_alignment=”flex-start” list_space_between=”10px” list_padding=”||||false|false” _builder_version=”4.27.4″ _module_preset=”default” custom_padding=”||||false|false” hover_enabled=”0″ locked=”off” global_colors_info=”{}” sticky_enabled=”0″][dsm_icon_list_child text=”Omv\u00e4nd bevisb\u00f6rda: Om en arbetsgivare inte uppfyller sina skyldigheter enligt direktivet, kommer bevisb\u00f6rdan i en eventuell tvist om lika l\u00f6n att vara omv\u00e4nd \u2013 det vill s\u00e4ga, arbetsgivaren m\u00e5ste visa att l\u00f6neskillnaden inte beror p\u00e5 diskriminering.” font_icon=”=||divi||400″ _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/dsm_icon_list_child][dsm_icon_list_child text=”Transparens i rekrytering: Arbetss\u00f6kande ska ha r\u00e4tt att k\u00e4nna till startl\u00f6nen eller l\u00f6neintervallet f\u00f6r en tj\u00e4nst \u2013 exempelvis via platsannonsen. Arbetsgivare f\u00e5r inte heller fr\u00e5ga en kandidat om dennes nuvarande l\u00f6n eller l\u00f6nehistorik.” font_icon=”=||divi||400″ _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/dsm_icon_list_child][\/dsm_icon_list][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ sticky_enabled=”0″ locked=”off”]<\/p>\n

Direktivet g\u00e4ller f\u00f6r b\u00e5de offentliga och privata arbetsgivare, och f\u00f6retag ska varje \u00e5r informera sina anst\u00e4llda om deras r\u00e4tt att f\u00e5 tillg\u00e5ng till l\u00f6neuppgifter.<\/p>\n

[\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ locked=”off” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

Hur p\u00e5verkar det svenska arbetsgivare i praktiken?<\/h2>\n

 <\/p>\n

1. Lika l\u00f6n och insyn i data<\/h3>\n

Syftet \u00e4r att ge b\u00e5de anst\u00e4llda och organisationer en mer r\u00e4ttvisande bild av l\u00f6neniv\u00e5er och eventuella skillnader.<\/p>\n

Organisationer med fler \u00e4n 50 anst\u00e4llda kommer att beh\u00f6va rapportera om l\u00f6neskillnader mellan kvinnor och m\u00e4n och samtidigt informera sina medarbetare om deras r\u00e4tt till insyn.<\/p>\n

F\u00f6r att uppfylla kraven beh\u00f6ver arbetsgivare ha uppdaterade och dokumenterade l\u00f6nestrukturer och kunna f\u00f6rklara hur l\u00f6ner s\u00e4tts utifr\u00e5n faktorer som ansvar, erfarenhet och prestation.<\/p>\n

 <\/p>\n

2. Rekrytering och employer branding<\/h3>\n

\u00a0Direktivet inneb\u00e4r ocks\u00e5 f\u00f6r\u00e4ndringar i rekryteringsprocesser.<\/p>\n

Arbetsgivare f\u00e5r inte l\u00e4ngre fr\u00e5ga kandidater om deras tidigare l\u00f6n eller l\u00f6nehistorik, och l\u00f6neintervall f\u00f6r tj\u00e4nster ska i m\u00e5nga fall framg\u00e5 redan i platsannonsen.<\/p>\n

Det kan upplevas som en utmaning \u2013 men ocks\u00e5 som en m\u00f6jlighet att st\u00e4rka f\u00f6rtroendet och transparensen i rekryteringsprocessen och visa att man arbetar aktivt med j\u00e4mst\u00e4lldhet.<\/p>\n

 <\/p>\n

3. Organisationskultur och f\u00f6rtroende<\/h3>\n

\u00d6kad \u00f6ppenhet kring l\u00f6ner f\u00f6rv\u00e4ntas ocks\u00e5 p\u00e5verka f\u00f6retagskulturen.<\/p>\n

F\u00f6retag som arbetar strukturerat med r\u00e4ttvisa och transparens kan uppleva \u00f6kad motivation, f\u00f6rb\u00e4ttrad trivsel och ett starkare employer brand.<\/p>\n

F\u00f6r HR inneb\u00e4r det att l\u00f6nefr\u00e5gan inte l\u00e4ngre enbart handlar om siffror \u2013 utan ocks\u00e5 om kultur, kommunikation och v\u00e4rderingar.<\/p>\n

[\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” locked=”off” sticky_enabled=”0″]<\/p>\n

Att l\u00e4ra och utvecklas tillsammans med v\u00e5ra kunder<\/h2>\n

Hos Compass Human Resources Group f\u00f6ljer vi utvecklingen av l\u00f6netransparensdirektivet noggrant och \u00e4r \u2013 precis som m\u00e5nga av v\u00e5ra kunder \u2013 i f\u00e4rd med att oms\u00e4tta de nya reglerna i praktisk f\u00f6rst\u00e5else och handling.<\/p>\n

Vi tror att st\u00f6rre \u00f6ppenhet kring l\u00f6n kan bidra till mer r\u00e4ttvisa och f\u00f6rtroendefulla arbetsplatser, och vi arbetar l\u00f6pande med att f\u00f6rdjupa v\u00e5r kunskap f\u00f6r att kunna st\u00f6dja v\u00e5ra kunder p\u00e5 b\u00e4sta s\u00e4tt i denna f\u00f6r\u00e4ndring.<\/p>\n

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EU:s nya l\u00f6netransparensdirektiv syftar till att minska k\u00f6nsbaserade l\u00f6neskillnader och skapa st\u00f6rre \u00f6ppenhet kring l\u00f6ner.
\nL\u00e4s mer om vad direktivet inneb\u00e4r f\u00f6r svenska arbetsgivare \u2013 fr\u00e5n rapportering och l\u00f6nekriterier till transparens i rekrytering \u2013 och hur Compass f\u00f6ljer utvecklingen f\u00f6r att st\u00f6tta sina kunder i processen.<\/p>\n","protected":false},"author":3,"featured_media":258529,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","om_disable_all_campaigns":false,"inline_featured_image":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[86,77],"tags":[186,194,188],"class_list":["post-266027","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-okategoriserad","category-uncategorized-da","tag-kompetens","tag-kompetensbaserad","tag-rekrytering"],"acf":[],"yoast_head":"\nEU:s l\u00f6netransparensdirektiv f\u00f6rklarat | 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