Tekna’s own analysis of salary differences among its members shows that men, on average, earn more than women – and that the gap grows quickly at the start of their careers, the life phase in which many have children and take parental leave.
Women typically have longer periods of parental leave than men. If women lose out in one or more salary settlements because of pregnancy and absence linked to parental leave, this can have lasting consequences for their salary development.
Lawyer Anette Moldrem in Tekna says it is important to be aware that parental leave can pose a risk to your salary.
– It is not uncommon for employees returning from leave to be told that it is difficult to evaluate their performance because they have not been at work. But employers are obliged to prevent discrimination on the basis of salary. If an employer only emphasises effort and experience gained during the year, this will indirectly lead to differential treatment of employees on parental leave. It takes a great deal for such differential treatment to be lawful, Moldrem says.
Read more about the gender gap between women and menn here.
You are entitled to salary negotiations
The Equality and Anti‑Discrimination Act is very clear that employees who are, or have been, on parental leave have the right to be considered in salary negotiations in the same way as other employees.
– This does not mean that you should receive the same as your colleagues, but that parental leave should not affect your salary negatively. The starting point must be that the absence itself is not taken into account, Moldrem says.
She therefore encourages managers to assess employees who have been on parental leave as if they had been at work, either based on earlier performance or on the period they were at work before going on leave.
– Some feel this is unfair. After all, the employee on parental leave has not contributed value to the workplace in the same way as those who remained at work. But we need to take a broader view. Since women usually take longer leave than men, negative weight on absence will have a greater impact on women. This would therefore be a barrier to equality and equal pay between women and men, Moldrem says.
Parental leave is also temporary and only a short period in a long working life. Even if the employee has not been physically present, they still retain their competence, experience and value to the organisation.
This is what you can do
So what can you do to avoid parental leave becoming a salary trap? Here are lawyer Anette Moldrem’s recommendations:
- Check whether you are entitled to full salary during parental leave
When you take parental leave, NAV covers income up to six times the National Insurance base amount (G). Many Tekna members earn more than 6 G. The majority of Tekna members are covered by arrangements that give them full salary during parental leave, including income above 6 G. This can be regulated through a collective agreement, an employee handbook or the individual employment contract. This is not something you are entitled to by law, but most Tekna members have it. If you do not, you should discuss it with your employer and try to get it in place before you go on parental leave. - Have a salary conversation before you go on parental leave
It is wise to request a salary conversation before your leave begins. Here you can discuss your contributions at work and your expectations for future salary development. You should also take the opportunity to ask how your employer handles salary during parental leave. Do they know that absence cannot be taken into account? Read more about the salary conversation here. - Tell your employer about your career ambitions
Are there career opportunities in your company that you are interested in? Ask whether openings might arise while you are on leave, and request to be contacted about available positions or other opportunities. Also ask to be kept updated on projects that matter to you. Making your ambitions known in advance can help ensure you are not forgotten. - Stay in touch with your employer if this is right for you
Your employer must not penalise you for taking parental leave, and you have every right to be completely absent from work during this period. It is the employer’s responsibility to make sure leave does not negatively affect your salary development, tasks or career opportunities.
At the same time, there is a risk that employees who are not present may be forgotten. Maintaining professional or social contact during leave can therefore be helpful for some. It can ensure you stay connected to your responsibilities and projects, and that you are not overlooked for new opportunities. - You are entitled to take part in the annual salary settlement
You have the right to be assessed – and to receive a concrete evaluation of your salary – on equal terms with others during the annual salary settlement. Your employer should focus on the period you have been present, or on your earlier performance and experience. If it is customary to submit salary claims (as in the public sector), you have the same right as everyone else. - Have a salary conversation shortly after returning from leave
The conversation can focus on what has happened with your salary, and what you expect going forward. Focus on your competence and responsibilities, not the absence. You have the same value to the organisation as before your leave.
