英国平等与人权委员会建议立法赋予员工薪酬知情权

英国平等与人权委员会（EHRC）提出政策建议，主张通过立法赋予员工知晓同事薪酬的法律权利，特别是当员工怀疑存在同工不同酬情况时 1。此举旨在预防包括针对女性的薪酬歧视在内的不平等待遇 1。

该机构同时呼吁禁止雇主在招聘过程中询问申请人的现有薪资或期望薪资 1。此外，EHRC建议强制企业在规定时限内回应员工关于薪酬信息的问询，以防止雇主出现拖延或回避行为 1。根据建议，员工可请求获取的信息范围广泛，涵盖年薪、工作时长、奖金、加班费、职位描述、职位评估记录及团队内部薪酬排名等细节 1。

这一政策提议的背景是英国长期存在的性别薪酬差距。数据显示，截至今年4月，英国全职工作中女性的中位收入比男性低6.8% 1。其中，金融行业的性别薪酬差距更为显著，其平均和中位数差距分别达到24%和22%，为全国平均水平的两倍 1。目前，政府正考虑重新引入一项曾在2014年被废除的规定，即强制雇主回应员工关于同事薪酬的问卷，以提高整体薪酬透明度 1。

The Equality and Human Rights Commission (EHRC) in the UK has proposed legislation granting employees a legal right to access their colleagues' pay information, aiming to combat disparities such as gender-based wage discrimination 1. The watchdog specifically recommends that workers should be able to request this data when they suspect unequal pay for equal work, marking a significant push toward greater transparency in British workplaces 1.

In addition to disclosure rights, the EHRC urges a ban on employers asking job applicants about their current or expected salaries during recruitment processes 1. The government is currently considering reintroducing regulations abolished in 2014, which would mandate employers to respond to staff inquiries regarding colleague compensation within a set timeframe 1. Without such strict deadlines, companies might otherwise delay or avoid providing these details, potentially rendering the right ineffective 1.

The scope of accessible information under the proposed rules includes annual salary, working hours, bonuses, overtime pay, job descriptions, role evaluation records, and internal team pay rankings 1. These measures are designed to address persistent inequalities; as of April this year, women in full-time roles in the UK earned a median income 6.8% lower than men 1. The gap is particularly pronounced in the financial sector, where average and median differences reach 24% and 22% respectively, double the national average 1.