Observation (CEACR) - adopted 2020, published 109th ILC session (2021)

Equal Remuneration Convention, 1951 (No. 100) - Latvia (Ratification: 1992)

The Committee takes note of the Government’s report and the supplementary information provided in light of the decision adopted by the Governing Body at its 338th Session (June 2020).

The Committee notes the observations of the Free Trade Union Confederation of Latvia (FTUCL) communicated with the Government’s reports.

Articles 1 and 2 of the Convention. Assessing and addressing the gender pay gap. Referring to its previous comments, the Committee notes from the statistical information provided by the Government in its report, that, in 2018, gender pay differentials in gross monthly earnings were still higher in the public sector than in the private sector (18.2 per cent and 15.1 per cent respectively), but continued to widen in the private sector, while they slightly decreased in the public sector. The Committee notes, from Eurostat data, that the unadjusted gender pay gap (the difference between the average gross hourly earnings of men and women expressed as a percentage of the average gross hourly earnings of men) was estimated at 14.1 per cent in 2018. However, the gender pay gap was as high as 34.9 per cent in the financial and insurance activities and 25.3 per cent in wholesale and retail trade. The Committee notes the adoption of the Plan for the Promotion of Equal Rights and Opportunities for Women and Men for 2018–2020 which focuses on promoting economic independence and equal opportunities for women and men in the labour market, in particular by contributing to the achievement of the Inclusive Employment Guidelines for 2015-2020 which set as a priority to reduce the gender pay gap. It notes the Government’s statement that, as a result, a study on the factors and causes of gender pay inequality, and its prevalence in certain sectors, was to be finalized by the Ministry of Welfare in the course of 2020. As regards its previous comments concerning the inclusion of equal remuneration in the indicators of the “Sustainability Index” for enterprises, the Committee notes the lack of information provided by the Government on the contents of the guidelines and recommendations developed by experts for each enterprise or on any follow-up action undertaken to ensure their implementation. Referring to its comments on the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), concerning gender occupational segregation, the Committee notes, from the statistical information provided by the Government, that women are mostly represented in economic activities characterized by low levels of remuneration, such as accommodation and food; education; human health and social work and other service activities. It further notes that women employed in the same economic activity as men systematically receive lower remuneration. The Committee notes this information with concern. It further notes that, in its 2018 report under the national-level review of implementation of the Beijing Declaration, the Government highlights that the gender pay gap, differences in labour market participation, and the division of care responsibilities are a set of reasons that impact on women’s pensions, the difference in pensions between women and men being estimated at 12.7 per cent in 2016 (page 32). In that regard, the Committee notes that, in its 2020 concluding observations, the United Nations (UN) Committee on the Elimination of Discrimination against Women (CEDAW) expressed concern at the persistent gender pay gap resulting in lower pension benefits in traditionally female-dominated occupations (CEDAW/C/LVA/CO/4-7, 10 March 2020, paragraph 35(a)). The Committee further notes that, in its July 2020 report on the impact of COVID-19 measures on gender equality, the European network of legal experts on gender equality and non-discrimination from the European Commission highlighted that among the recipients of sickness allowance for leave on account of a COVID-19 diagnosis or quarantine, female workers were entitled to a daily sickness allowance which was €3.50 lower than for male workers, again highlighting the existing pay gap. The Committee urges the Government to provide information on the concrete measures and activities undertaken to address the gender pay gap, both in the public and private sectors, in particular by addressing occupational gender segregation and promoting women’s access to jobs with career prospects and higher pay, including in the framework of the Plan for the Promotion of Equal Rights and Opportunities for Women and Men for 2018–2020 and the Sustainability Index. In that regard, it asks the Government to provide information on the content of the study undertaken by the Ministry of Welfare or any other authorities concerning the extent and causes of wage differentials between men and women, as well as on any recommendations made to address it. The Committee asks the Government to continue to provide statistical data on the earnings of men and women, disaggregated by economic activity and occupation, both in the public and private sectors.

The Committee is raising other matters in a request addressed directly to the Government.