Areas /Discrimination and active measures
An employee asks why two people doing the same job are paid differently.
There is probably an answer. The question is whether you can show it.
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Documentation of active measures
Discrimination Act chapter 3 section 13
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Pay survey with analysis
Discrimination Act chapter 3 sections 8 and 14
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Guidelines and routines against harassment
Discrimination Act chapter 3 section 6
In plain terms: work against discrimination has to run continuously in four steps. Investigate, analyse, act, follow up.
It has to cover five areas: working conditions, pay and terms of employment, recruitment and promotion, training, and the ability to combine work with parenthood.
The work itself applies to every employer whatever the size. It is the documentation that has thresholds. From ten employees the pay survey has to be documented, from twenty-five the whole of the work.
Do any of these sound familiar?
- Where is it written how you work on active measures?
- Is it written down how often you carry out the pay survey?
- Is the routine against harassment written down, and do employees know where it is?
Examples of the documents you get
| DOCUMENT | STATUTE |
|---|---|
| Documentation of active measures | Discrimination Act chapter 3 section 13 |
| Pay survey with analysis | Discrimination Act chapter 3 sections 8 and 14 |
| Guidelines and routines against harassment | Discrimination Act chapter 3 section 6 |
The standalone equality plan was abolished in 2017. What is required now is the continuous work in four steps, not a plan filed in a folder.
Checked against the Discrimination Act chapter 3 sections 2, 5, 6, 8, 13 and 14 · Updated 10 October 2026
With Ordning
You know where the documents are, that they are the current version when created, and that they cover what you need.
With Kontroll
You know it holds together every day. The year wheel says when the next pay survey is due.