New tax regulations for oil and gas consortia in Rio de Janeiro
06/08/2024Legal framework for low-carbon hydrogen signed into law
09/08/2024HIGHLIGHTS
Salary Transparency Report must be filled out by August 31
The Ministry of Labor has announced the deadline for completing and disclosing the report and warned of penalties for non-compliance
Updated: 08/29/2024
Companies with 100 or more employees must complete the Salary Transparency and Remuneration Criteria Report between August 1 and 31. The deadline for compliance with this requirement has recently been announced in a statement issued by the Ministry of Labor and Employment (MTE).
Based on the information provided, the MTE will produce a separate report, which will be made available to employers by September 16.
Once the report has been filed, companies must publicly disclose the data on their websites, social networks, or similar platforms by September 30. This ensures that the information is widely disseminated to their employees and the general public.
Additionally, on September 30, the MTE and the Ministry of Women's Affairs will disclose the general data from the submitted reports.
Salary Transparency Report | Schedule |
|
August 1 to 31 |
Employers must complete the Salary Transparency Report |
September 16 |
The Ministry of Labor will make the report available to employers |
September 30 |
Deadline for companies to disclose the report on their websites, social media, and the like |
September 30 |
Disclosure of general data by the Ministry of Labor |
See also: Salary Transparency Report: 7 Q&A to better understand this new requirement
Reviewing hiring and remuneration policies
This requirement, stemming from the Equal Pay Act, underscores the need for companies to establish, review, or adjust their recruitment and remuneration policies. This represents a significant shift towards equality and fair pay, extending beyond the mere legal obligation to submit data every six months.
Further reading:
Penalties for non-compliance
If a company fails to comply with the requirement to disclose the report, an administrative fine of up to 3% of the employer's payroll will be imposed, capped at 100 minimum wages. This is in addition to any sanctions applicable to cases of wage gap and discrepancies in pay criteria for women and men.
It is worth noting that, according to the MTE, companies are also subject to inspection based on evidence of pay gaps shown in the report. In such cases, inspectors focus on the most significant disparities to check for discrimination.
Specialized support
DPC's labor department stays abreast of legislative changes and the latest regulatory updates to provide ongoing support and guidance to clients.
Domingues e Pinho combines this expertise with specialized knowledge in Human Resources management to offer comprehensive and tailor-made solutions for companies that address equal pay. To rely on our cross-functional support, reach out to us at: dpc@dpc.com.br.
How can DPC help your company?
Domingues e Pinho Contadores has a specialized team ready to assist your company.
Contact us at dpc@dpc.com.br
See more
Sign up for our Newsletter:
Are you interested?
Please contact us, so we can understand your demand and offer the best solution for you and your company.
Rio de Janeiro
Av. Rio Branco 311, 4º e 10º andar - Centro
CEP 20040-903 | Tel: +55 (21) 3231-3700
São Paulo
Rua do Paraíso 45, 4º andar - Paraíso
CEP 04103-000 | Tel: +55 (11) 3330-3330
Macaé
Rua Teixeira de Gouveia 989, sala 302 - Centro
CEP 27910-110 | Tel: +55 (21) 3231-3700/p>