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Last updated: 21.06.2023

Gender equality in the workplace – no discrimination based on gender

Employers have an obligation to systematically promote gender equality regardless of their number of workers. Gender discrimination is illegal.

Every employer must systematically promote equality in the workplace. An equality plan is required by law for all companies with more than 30 workers. Among other things, the purpose of the plan is to promote equal pay for men and women and develop working conditions to suit both women and men.  

Read more about promoting equality and the equality plan. 

What is gender discrimination? 

The actions of an employer are considered illegal by the Act on Equality between Women and Men, if they 

  1. reject a person who is more qualified for a job, position, education, or training by choosing a person of the opposite gender, unless a legal exception is allowed 
  2. put a person in an unfavourable position due to pregnancy, childbirth, or other reason related to biological sex
  3. apply the terms of employment to disadvantage a worker because of their gender in relation to one or more workers who do the same or equivalent work 
  4. direct work, distribute duties, or otherwise arrange the working conditions to disadvantage one or more workers because of their gender in relation to other workersapply the terms of employment to disadvantage a worker because of their gender in relation to one or more workers who do the same or equivalent work
  5. reassign or temporarily or permanently lay off a worker because of their gender.

Have you experienced gender discrimination? 

If you suspect that you have been illegally discriminated against, according to the Act on Equality between Women and Men, you have the right to demand an immediate written statement from your employer on the matter.  

If the case concerns the selection process for a job, position, education, or training, the statement must include the selection criteria and the chosen candidate’s education and work experience, as well as other factors that influenced their selection. 

If the case concerns pay inequality, your employer must explain how they determine pay and provide any other information necessary to evaluate the equality of pay. 

Union representatives (luottamusmies) have the right to receive information about an individual worker’s pay and terms of employment with the worker’s permission. Union representatives also have the right to receive information about the pay of a group of workers without their permission if there is reason to suspect gender discrimination related to pay. 

PAM advises its members on discrimination issues and also carries on discrimination lawsuits on behalf of its members. 

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