evidoria

← Back to browse

Good practice Imported

Israel's Mandatory Gender Pay Gap Reporting (Equal Pay Law Amendment, 2020)

Israel · Jerusalem · See the Israel profile · See the Jerusalem profile

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

Israel's 2020 Equal Pay Law amendment requires employers with 518+ staff to publish annual gender pay-gap reports by role and rank. First public reports appeared in 2022, but the law carries no penalties, and 2022 data still showed 25-35% gaps by sector.

518 employees
Employer size threshold for mandatory reporting
35 %
Public-sector wage gap, health sector (2022)
32 %
Economy-wide gender wage gap (2019)
Israel's Mandatory Gender Pay Gap Reporting (Equal Pay Law Amendment, 2020)

Details

Maturity
Established
Promoter
Israeli Ministry of Economy and Industry
Period
2020-present
Keywords
labour market regulation, corporate disclosure, gender pay equity

Context

In 2020, Israel amended its 1996 Equal Pay for Male and Female Employees Law to require, for the first time, that large employers actively measure and disclose gender wage gaps.

Activities

From 1 June 2022, private-sector employers with more than 518 employees must produce an internal report analysing average pay by gender, role and rank; a report shared with employees; and an aggregate report published externally.

Results

The first wave of public reports appeared in June 2022, covering 2021 pay data. Israel's Ministry of Finance published its own end-2022 breakdown of public-sector wage gaps: 32% in government companies, 25% in education, 35% in health, and 31% in local government; the Central Bureau of Statistics recorded an economy-wide gap of about 32% in 2019 (down from 43% in 1990).

Conclusions

The law carries no fines or sanctions for non-compliance, so its force rests entirely on public disclosure and reputational pressure; whether disclosure alone narrows the gap further remains unproven so soon after the first reporting cycle.

Implementation
Indicative cost
Low (< €50k)
Time to results
Medium (1–3 years)
Staffing & skills
Israeli Ministry of Economy and Industry (oversight), employer HR/compliance teams producing the three required reports

Conditions for success

  • clear, large-employer threshold (518+) focusing reporting burden where it has the most impact
  • three-tier reporting (internal, employee-facing, public) increasing transparency

Common failure modes

  • no fines or sanctions for non-compliance — the mechanism relies entirely on reputational pressure
  • too early after the first reporting cycle to know whether disclosure alone narrows the gap

Commonly funded by

National / regional programmes

Indicative funding routes for practices of this type — always check each programme's current calls and eligibility rules.

Do you run this practice? Claim it — verified implementers get a public contact pathway and can propose corrections.

Data sources

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

Attachments

Similar practices you may find useful