Equal pay for comparable work for men and women – that was the goal of fee transparency act, which took effect a year ago. The idea is that anyone Who knows the salary of his colleagues, can negotiate better and fairer payment request.

But in most companies is wasted, the new Instrument is ineffective. In not once every tenth company employees have requested information about the salary structure – and where they did it, there was these requests are often only a few. This showed the previously unreleased “Randstad ifo personnel Manager survey”, which is the MIRROR.

After that, none of the respondents replied that he had “often” have to do with requests under the new law. In 91 percent of the companies, not a single employee had requested.

“One effect of the fee transparency act, is, to date, remained largely out,” write the authors of the study. The goal is to close more payment justice the Gender Pay Gap, the salary differences between women and men for the same activities, was missed.

Nevertheless, there are from the point of view of the study of the remarkable developments: Although the fee transparency act is only for larger establishments of 200 employees is mandatory, it has also led to salary requests in smaller companies – and there is even a little more frequently for adjustments to payment taken care of than in the larger Establishments.

Overall, however, the proportion of the adjustments remains negligible: Only every seventh request led to the fact that the payment was adjusted. “Interestingly, this seems to happen mostly on a voluntary Basis”, – stated in the study: Because there are especially smaller and medium-sized enterprises, which do not react – although covered under the law.

In turn, this means that In the case of large companies, salary information is pulled in, as a rule, no adjustments. The authors of the study explain the Operated with fixed Salary scales for groups of employees in these, “while in small companies, wages are often individually negotiated”.

The fee transparency act (ETG)the ETG? The law entered into force on 6 January 2018. It aims to reduce wage differences between women and men for the same job by request of the Affected company pay structures need to be disclosed. What the law States exactly? Employees in companies with more than 200 employees, have the right to obtain information about the remuneration of persons in a comparable Position, if such Person is a member of the opposite sex. A claim for equal pay.

Other key findings from the survey:

there are strong industry differences : In the trading, the fee transparency act, was used the most rare, only eight percent of HR managers report requests. In the industry (ten per cent), in service companies (eleven percent) and manufacturing (eleven percent), the proportion was a little higher. Most often, there were salary adjustments in the services : Every fifth company reported here of changes (20 percent). The size plays in the actual Gender Pay Gap an important role: “differences in wages in small enterprises are the most common and with the increasing number of employees”, – stated in the survey. Details for Randstad ifo personnel Manager survey what are the data of the survey are based on? On a quarterly basis will be interviewed for up to 1000 German personnel Manager to the current practice and developments in your company. The data for this study were collected in November and December of 2018. Which companies are represented in the survey? 40 percent of companies come from the manufacturing sector, 20 percent from trading and 40 percent from the services sector. With a share of 45 percent, the largest group of participating companies companies with less than 49 employees. 39 percent of the responses came from companies with between 50 and 249 employees. 8 percent came from companies with 250 to 499 employees and companies with more than 500 employees. The results are representative? The ifo Institute is assured that the results are representative for the German economy. The answers, according to industry and company have been weighted size. By whom the survey? The survey was conducted on behalf of Randstad Germany by the ifo Institute (Leibniz Institute for economic research at the University of Munich).

Despite the lack of efficiency the interviewed personnel Manager, some to the law, that it had led to more discussions and Thinking about differences in pay. A few companies have begun to look for in new hires, specifically on salary differences – even if they are not already compensated for in all cases.

More on the topic of wage injustice In the case of Ryanair, men’s 67 percent more than women

However, the wage gap between women and men in fact, “needs to make improvements, the legislature, apparently, and a different embodiment of the pay transparency act of thinking.”

in other words: put, Six.