The information on this page does not exempt you from consulting the Labor Code and Labor Law in force.
The contents here present may change at any time, in case of doubt, seek legal advice from a specialized professional.
Yes. All workers have the right to equal opportunities and treatment for access to jobs, occupational training and promotion and working conditions.
No worker or candidate for a job can be privileged, benefited, prejudiced, deprived of any right or exempt from any duty due to their ancestry, age, gender, sexual orientation, marital status, family situation, genetic heritage, reduced working capacity, disablement, chronic illness, nationality, ethnic origin, religion, political or ideological convictions or trade union affiliation. Advertisements for jobs and other forms of advertising connected to pre-selection and recruitment may not contain any direct or indirect restriction, specification or preference based on gender.
Yes. But differences in wages are not discriminatory if they are based on objective criteria common to men and women, and where differences are acceptable due to the productivity, assiduity or seniority of the workers. The system used to describe duties and assess functions should be based on objective criteria common to both men and women in such a way as to exclude any discrimination based on gender.
Yes. The employer must pay the worker compensation and pay fines, which vary according to the size of the company if it is proved that the worker's right to equality and non-discrimination has been violated. The official body with the competence to help the worker in these matters is the ACT.