Good practice

Encuesta anual obligatoria de equidad salarial de Suecia (Lönekartläggning)

Sweden · Stockholm · See the Sweden profile

La Ley de Discriminación sueca obliga a los empleadores con 10 o más empleados a realizar una encuesta anual de equidad salarial (lönekartläggning) y corregir las brechas detectadas en tres años; la brecha salarial de género sueca (11,2 %) está por debajo de la media de la UE (12,7 %), sostenida por 30 años de auditoría salarial obligatoria.

11.2%

Brecha salarial de género nacional

12.7%

Brecha salarial de género media en la UE

Details

Maturity: Established
Promoter: Diskrimineringsombudsmannen (Equality Ombudsman — DO)
Period: 1994-present
Keywords: pay equity, gender pay gap, pay transparency, equal pay, discrimination law

Context

La Ley de Discriminación de Suecia exige que los empleadores con 10 o más trabajadores realicen una encuesta anual de equidad salarial (lönekartläggning) y cierren las brechas detectadas en un plazo de tres años.

Results

La brecha salarial de género en Suecia se sitúa en el 11,2 %, por debajo de la media de la UE del 12,7 %, sostenida por 30 años de auditorías salariales obligatorias.

Implementation

Implementation detail (cost, timeline, staffing, conditions for success) is not yet available for this practice.

Data sources

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

C-NAPSE web research — accessed 2026-06-21
Diskrimineringsombudsmannen (Equality Ombudsman — DO) — accessed 2026-06-21
Diskrimineringsombudsmannen (DO) – officiell webbplats — accessed 2026-06-21
EIGE – Gender Equality Index Sweden 2024 — accessed 2026-06-21
Sysarb – Sweden Gender Pay Transparency Obligations — accessed 2026-06-21

Quality score: 96/100

How is this calculated?

Evidence: Observational / pre–post

Top 4% in this catalogue (719 scored practices)

Scores cluster high, so position within the catalogue is often more telling than the number alone.

Evaluation

Evaluated by C-NAPSE

Score profile — the dimensions behind the score — how it's computed

Transferability / replicability2/3

Sweden's mandatory internal pay audit model was cited as a reference during the drafting of EU Pay Transparency Directive 2023/970 and is referenced in OECD and ILO research on mandatory pay equity instruments.

Impact on gender equality1/1

Sweden's unadjusted gender pay gap (11.2%) is below the EU average (12.7%), with the adjusted gap among the lowest in the EU, sustained through 30 years of mandatory pay equity monitoring.

Effectiveness1/1

Annual lönekartläggning is conducted across Swedish employers; the DO enforces compliance and the systematic audit-and-remedy cycle creates ongoing accountability.

Efficiency1/1

Compliance costs are distributed across employers; DO oversight requires modest public expenditure relative to the national-level pay equity gains achieved over three decades.

Evaluated outcomes1/1

DO publishes annual compliance data; the mechanism is assessed in EIGE Gender Equality Index country reports and referenced in OECD country surveys on Sweden.

Sustainability1/1

The lönekartläggning has been continuously in force since 1991 (strengthened 2016); enshrined in permanent statute with no credible political threat to removal.

Achievement / evidence1/1

All Swedish employers with 25+ employees who identify pay gaps are legally required to implement remediation within three years, with DO-monitored enforcement and financial penalties.

Gender-mainstreaming embedding1/1

Pay equity is embedded structurally as a mandatory non-discrimination obligation under employment law — a structural employer responsibility, not a voluntary CSR action.

Curator validation1/1

Documented by DO.se official guidance, Diskrimineringslagen (SFS 2008:567), EIGE Gender Equality Index Sweden, and Eurostat gender pay gap statistics.

Cite this

Evidoria. Encuesta anual obligatoria de equidad salarial de Suecia (Lönekartläggning). Persistent ID: 4363696b-7457-4f92-a480-86085f9c2e35.

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