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1. The Committee notes the Government’s request for clarification concerning the reference in the Committee of Expert’s previous observation to information received from the United Nations Committee on the Elimination of Discrimination against Women (CEDAW). In fact, these comments referred to the concerns expressed in its public report (A/57/38, 2002, page 187, paragraph 283) by CEDAW “about the persisting wage gap between women and men, and that women are paid lower salaries than men for the same work and work of equal value”. CEDAW had also urged the Government “to accelerate the elimination of the wage gap between women and men” (A/57/38, 2002, page 187, paragraph 284). The Committee of Experts continues to share CEDAW’s concerns and hopes that the Government will reinforce its efforts to reduce the gender pay gap through a wide range of measures, including combating horizontal and vertical occupational sex segregation, and to keep the Committee of Experts informed of the measures taken or envisaged.

2. Article 2(a) of the Convention. Legislation applying to public employment. The Committee notes from the Government’s report that Law No. 3205/2003 establishes the basic earnings and benefits of civil servants, employees of public entities and local administration organizations without discrimination between men and women. It also notes the Government’s statement that the classification into 18 salary scales provided for under the new Law are based on the qualifications required and not on the employee’s sex. The Committee asks the Government to provide more detailed information on the manner in which the new salary scales for the public sector have been developed including, in particular, indications on whether an objective evaluation of the different jobs involved has been undertaken, as envisaged under Article 3 of the Convention. The Committee would also be grateful if the Government could supply statistical information on the distribution of men and women in the different salary scales and the corresponding wages, as already requested in its previous direct request.

3. Article 2(c). Collective agreements. The Committee recalls its previous comments in which it has sought information from the Government on the methodology used in wage setting through collective bargaining to avoid gender biases. In this regard, the Government’s report once again states that no collective bargaining agreement makes any distinction based on sex. The Committee nevertheless notes that the absence of any directly discriminatory elements in collective bargaining agreements does not per se ensure the full application of the Convention. It stresses that collective bargaining is an important means of addressing equal pay issues in a proactive manner, including unequal pay that arises from indirect discrimination on the ground of sex. The Committee therefore hopes that the Government, in cooperation with the social partners, will make every effort to promote equal pay in the context of collective bargaining and to provide the Committee with information on any measures taken or envisaged. The Committee once again asks the Government to provide examples of collective agreements, which were referred to in its report but not attached.

4. Article 3. Objective job-evaluation methods. The Committee asks the Government to provide information on any measures taken to promote the development and use of objective job evaluation methods which is envisaged under the Convention as the method to determine remuneration in accordance  with the principle of equal remuneration for men and women for work of equal value.

5. Parts III to V of the report form. Enforcement. The Committee asks the Government to provide in its next report information on the specific activities carried out by the Labour Inspectorate and the General Accounts Office of the Ministry of Economy and Finance with a view to monitoring the application of the legislation applying the Convention. Please indicate the number and nature of any infringements found and the manner in which they have been addressed, as well as any court cases involving issues concerning equal remuneration for men and women for work of equal value.