Equal pay and equal criteria
Women and men doing work of equal value, or the same job, must receive equal pay under equal criteria — the law amended the CLT to reinforce this.
Law 14.611/23 · Equal pay
Equal pay, with evidence.
Law 14.611/23 guarantees equal pay between women and men for work of equal value — with a mandatory half-yearly report for companies with 100 or more employees and significant fines. See what it requires and where the reporting channel fits.
What the law requires
The obligations of Law 14.611/23
Half-yearly report (100+ employees)
Companies with 100 or more employees publish the Pay Transparency and Remuneration Criteria Report every half-year, as regulated by Decree 11.795/23.
Action plan when inequality is found
If the report shows inequality, the company must produce a mitigation action plan with goals and deadlines, including employee representatives.
Channels to report discrimination
The Ministry of Labour runs its own channel for pay-discrimination complaints — a company with an internal channel can identify and fix the problem first.
FAQ
Law 14.611/23 questions
What is Law 14.611/23? +
A law signed on 3 July 2023 guaranteeing equal pay and remuneration criteria between women and men doing the same job or work of equal value, amending the CLT.
What does Decree 11.795/23 add? +
Issued on 23 November 2023, it regulates the law: the content and format of the Pay Transparency Report, publication deadlines and how the Ministry of Labour monitors compliance.
Who must publish the report? +
Companies with 100 or more employees, twice a year (half-yearly, in the periods defined by the Ministry). Equal pay itself applies to every employer, of any size.
What are the penalties? +
For proven discrimination: a fine of 10 times the new salary owed to the discriminated employee (doubled for repeat offences), plus back pay. Failing to publish the report brings an administrative fine of up to 3% of payroll, capped at 100 minimum salaries.
Who enforces it? +
The Ministry of Labour and Employment, through labour inspection, which also receives pay-discrimination complaints in its own channel.
What is the reporting channel's role? +
It makes the report reach the company first: an employee who notices pay inequality can report internally, anonymously, and the company investigates and corrects it before it becomes a Ministry complaint or a lawsuit — while demonstrating good faith.
How does SesmtHub help? +
A channel that is anonymous by default with a category for pay discrimination and inequality, protocol codes for follow-up, response deadlines and reports for HR and compliance — the record that the company listens and acts on the issue.
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