Good practice

Inquérito anual obrigatório de equidade salarial da Suécia (Lönekartläggning)

Sweden · Stockholm · See the Sweden profile

A Lei da Discriminação sueca obriga os empregadores com 10+ trabalhadores a realizar um inquérito anual de equidade salarial (lönekartläggning) e a corrigir as lacunas identificadas em três anos; o diferencial salarial de género sueco (11,2 %) está abaixo da média da UE (12,7 %), sustentado por 30 anos de auditoria salarial obrigatória.

11.2%

Disparidade salarial de género nacional

12.7%

Disparidade salarial de género média na 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

A Lei da Discriminação da Suécia exige que os empregadores com 10 ou mais trabalhadores realizem um inquérito anual de equidade salarial (lönekartläggning) e eliminem as disparidades identificadas no prazo de três anos.

Results

A disparidade salarial de género na Suécia situa-se em 11,2%, abaixo da média da UE de 12,7%, sustentada por 30 anos de auditorias salariais obrigatórias.

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. Inquérito anual obrigatório de equidade salarial da Suécia (Lönekartläggning). Persistent ID: 4363696b-7457-4f92-a480-86085f9c2e35.

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