{"id":6123,"date":"2024-03-01T00:00:00","date_gmt":"2024-03-01T00:00:00","guid":{"rendered":"https:\/\/p4.rvinfo.com.br\/blog\/igualdade-salarial-entrega-de-relatorio-e-prorrogada\/"},"modified":"2025-10-30T22:01:20","modified_gmt":"2025-10-30T22:01:20","slug":"igualdade-salarial-entrega-de-relatorio-e-prorrogada","status":"publish","type":"post","link":"https:\/\/chiode.com.br\/en\/insights\/igualdade-salarial-entrega-de-relatorio-e-prorrogada\/","title":{"rendered":"Equal pay: report submission deadline extended"},"content":{"rendered":"

The MTE (Ministry of Labor and Employment) has extended the deadline for
\ncompletion of the salary transparency and remuneration criteria report in
\ncompliance with the Equal Pay Law. According to the ministry, the change in the date
\noccurs due to instabilities in the system.<\/p>\n

Companies with more than one hundred employees must provide information about their
\nframeworks for monitoring gender pay inequality. The data
\nmust be completed in the employer area of \u200b\u200bthe Emprega Brasil portal.<\/p>\n

If the company fails to submit the report, it will be required to pay an administrative fine of
\nup to 3% on the payroll, with a limit set at one hundred minimum wages.
\nEqual pay legislation requires companies to disclose information
\nrelated to employees by completing questions formulated
\nwithin the Emprega Brasil portal and complemented with data entered into eSocial.<\/p>\n

Market Sheet<\/p>\n

eSocial information regarding payroll and remuneration data is
\ncompleted every month. The data from the Emprega Brasil Portal regarding policies
\ninternal information of each company must be reported today. Employers should
\nanswer seven questions about workers' income.<\/p>\n

Mar\u00edlia Nascimento Minicucci, from Chiode Minicucci Advogados, explains that the form
\nhow the MTE will organize the reports, by large CBO groups (Classification
\nBrazilian Occupations) and without identification of salaries, will not allow the identification
\nof individuals or their personal data.<\/p>\n

\u201cThe format was precisely designed to preserve sensitive information from the point of view of
\npersonal view, such as salary and other amounts that the person receives\u201d, he states.
\nAccording to Minicucci, the report will only contain percentages of any differences.
\nfound in the comparison between genres. The submitted documents will be
\naccompanied by a methodological note explaining the company's income policy.<\/p>\n

\u201cCompanies will be faced with a very complex situation, after all, they will not be able to
\ncheck whether the data used contains any errors or justify any discrepancies
\nidentified.\u201d<\/p>\n

Once prepared, the reports will be made available on the Program platform.
\nDissemination and Labor Statistics and it will be up to companies to download the document
\nfor dissemination on its communication channels, as required by law.<\/p>\n

The salary ratio between men and women should be published between March and
\nSeptember on the companies' websites and social media. According to the ministry, the intention is
\nensure wide dissemination to its employees and the general public.<\/p>\n

Despite the measures taken to guarantee data security, companies fear
\nthat the report violates the LGPD (General Data Protection Law).<\/p>\n

Luiz Eduardo Amaral, labor lawyer at FAS Advogados, states that the report
\nmay have flaws in relation to the LGPD, even if there is an intention to maintain the
\nanonymous data.<\/p>\n

\u201cIt will be easy to identify professionals in certain positions, especially those
\nstrategic, for example, when appointing the CBO of HR manager or financial director; it is
\nIt is likely that the company will only have one professional in each of these positions.\u201d
\nAfter the publication of the report, if gender pay inequality is confirmed, the
\nemployers will be notified and will have 90 days to prepare the so-called \u201cPlan of
\nAction to Mitigate Wage Inequality and Remuneration Criteria between
\nWomen and Men\u201d.<\/p>\n

It is possible to report cases related to gender pay discrimination through the portal
\nof the MTE or by calling Dial 100 (human rights violation channel), Dial 180 (for
\ncombating violence against women) or Dial 158 (the so-called Al\u00f4 Trabalho hotline).
\nWhat to report in the salary transparency report
\nThe forms to be completed must contain the total number of employees of the
\ncompany, separated by sex, race and ethnicity, as well as the positions and values \u200b\u200bof the
\nremunerations.<\/p>\n

In addition, they must also contain data on the values \u200b\u200bof all
\nremunerations including:<\/p>\n