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Good practice Imported

Andorra's Law 6/2022 on Equal Treatment and Non-Discrimination Between Women and Men

Andorra · Andorra la Vella · See the Andorra profile · See the Andorra la Vella profile

Evidence: Descriptive / self-reported Top 55% 63/100 · Ask Evidence Copilot about this practice

Andorra's first gender-equality law (2022) mandates equality plans, pay-gap reporting for firms with 50+ staff and a public wage-gap registry, plus a 40% electoral gender quota — even as the economy-wide pay gap was estimated near 26% just before the law passed.

~26%
Estimated economy-wide gender pay gap (pre-law) (before 2022)
0.28% in favour of men
Andorra civil-service (General and Diplomatic Corps) pay gap
8.9%
Spain civil-service pay-gap comparator
15.4%
France civil-service pay-gap comparator
12.7%
EU average civil-service pay-gap comparator
40%
Electoral candidate gender quota (since 2021)

Details

Maturity
Established
Promoter
Govern d'Andorra (Government of Andorra)
Period
2022–present
Keywords
labour law, pay equity, legislation, government

Context

Andorra ratified CEDAW in 1997 but had no dedicated domestic gender-equality statute until 2022, despite an economy-wide gender pay gap estimated at roughly 26% in the years before the law — among the highest reported in Western Europe.

Objectives

Require public administrations and private companies with 50 or more employees to adopt equality plans, analyse and report pay-gap data, and follow protocols against sexual and gender-based harassment.

Activities

The Consell General passed Llei 6/2022 on 31 March 2022. Decret 530/2023 (22 November 2023) subsequently created a public registry of gender pay-gap data and indicators, requiring covered employers to submit figures annually by 31 March. Ahead of the 2022 law, Andorra had already amended its electoral rules in 2021 to require at least 40% of candidates of each gender on every electoral list, aligning with CEDAW Committee recommendations.

Results

Early government data shows the pay gap within Andorra's own General and Diplomatic Corps at 0.28% in favour of men — below Spain (8.9%), France (15.4%) and the EU average (12.7%). This civil-service figure does not yet extend to the broader private-sector economy, where the registry created by Decret 530/2023 only began collecting company-level data from 2024.

Conclusions

Economy-wide impact on the previously reported ~26% gender pay gap cannot yet be independently verified, since the law and its data-collection regulation are too recent and private-sector data collection is only just beginning.

Implementation
Indicative cost
Medium (€50k–€500k)
Time to results
Long (> 3 years)
Staffing & skills
Govern d'Andorra administrative staff overseeing the pay-gap registry

Conditions for success

  • Mandatory equality plans and pay-gap reporting for employers with 50+ staff
  • Public wage-gap registry (Decret 530/2023) enabling ongoing monitoring
  • Mandatory harassment protocols alongside pay-gap reporting
  • Complementary 40% electoral gender quota enacted in 2021

Common failure modes

  • Private-sector registry data collection only began in 2024, so economy-wide impact on the ~26% pre-law gap cannot yet be verified

Commonly funded by

National / regional programmes

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Data sources

Where this practice's information was retrieved from, and when.

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