Italy has implemented important new measures to fight the gender equality gap through Law no. 162/2021 (Law no. 162).

In more detail, Law no. 162 broadens the scope of “discrimination” to include any treatment due to gender, age, personal or family care needs, or state of pregnancy, maternity, or paternity that:

• Puts (or could put) the employee in a position of disadvantage with respect to the other employees.
• Limits (or could limit) the opportunities of the employee to participate in the company’s life or choices.
• Limits (or could limit) the employee’s career path.

Furthermore, Law no. 162 widens the scope of the protection against a gender gap to grant employees and professionals rights even in the recruiting phase.

Actually, Law no. 162 is much more than that.

Through Law no. 162, the Italian legislature takes action and calls upon the business world to comply with the new measures: Indeed, verification systems are provided to effectively reduce the gender gap.

Until now, only public and private employers with more than 100 employees were required to complete a report on their personnel’s situation. However, under Law no. 162 entities employing more than 50 employees are required to complete, every two years (by 31 December), a formal report (Report) providing information, among other things, on the number of male and female employees, the number of men and women hired over the period, and differences in pay treatment, level, and role. By doing so, this legislation...

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