{"id":5619,"date":"2026-09-02T11:10:04","date_gmt":"2026-09-02T11:10:04","guid":{"rendered":"https:\/\/www.ecit.com\/se\/?post_type=blog&#038;p=5619"},"modified":"2026-09-02T11:10:05","modified_gmt":"2026-09-02T11:10:05","slug":"lonekartlaggning-och-lonetransparensdirektivet","status":"publish","type":"blog","link":"https:\/\/www.ecit.com\/se\/ekonomi\/blogg\/lonekartlaggning-och-lonetransparensdirektivet\/","title":{"rendered":"Allt du beh\u00f6ver veta om l\u00f6nekartl\u00e4ggning och l\u00f6netransparensdirektivet"},"content":{"rendered":"\n<section id=\"block_acf-block-6a98040cae76c\"\n\tx-data=\"Hero\"\n\tclass=\"hero block-outer   is-subhero has-image \">\n\n\t\t\t<div class=\"hero__bg-image\">\n\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"1920\" height=\"1080\" src=\"https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/employees-working-at-computer.jpg\" class=\"attachment-image_1920_1080 size-image_1920_1080\" alt=\"\" srcset=\"https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/employees-working-at-computer.jpg 1920w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/employees-working-at-computer-300x169.jpg 300w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/employees-working-at-computer-1024x576.jpg 1024w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/employees-working-at-computer-768x432.jpg 768w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/employees-working-at-computer-1536x864.jpg 1536w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/employees-working-at-computer-1280x720.jpg 1280w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/employees-working-at-computer-150x84.jpg 150w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/>            <div class=\"hero__bg-image-gradient hero__bg-image-transparent-gradient\"><\/div>\n\t\t<\/div>\n    \n    <div class=\"hero__container block-inner alignfull\">\n        <div class=\"hero__content \">\n            <div class=\"hero__content-text\">\n\n                                    <div class=\"hero__eyebrow text-label\">Allt du beh\u00f6ver veta om <\/div>\n                \n                <div class=\"hero__header-box\">\n                                                                    <h1 class=\"hero__heading heading-black-2 long-heading\">\n                            l\u00f6nekartl\u00e4ggning och l\u00f6netransparensdirektivet                        <\/h1>\n                    \n                    <div class=\"hero__heading-stroke\"><\/div>\n\n                                    <\/div>\n\n                            <\/div>\n\n                    <\/div>\n\n        <div class=\"hero__distributed-buttons block-outer--bleed\">\n            \n\n<section id=\"block_acf-block-6a98040cae781\"\n         class=\"distribution-buttons \">\n\t\t\t<div class=\"distribution-buttons__buttons  distribution-buttons__buttons--columns-\">\n\t\t\t\n\n\n\n\n\n\n\t\t<\/div>\n\t<\/section>\n\n\n        <\/div>\n    <\/div>\n<\/section>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"wp-block-post-author\"><div class=\"wp-block-post-author__avatar\"><img alt='' src='https:\/\/secure.gravatar.com\/avatar\/c99533d7d5e5087a0bb073c2eb8e866934407bdb9ed1d16ecb00fc12de648cd3?s=48&#038;d=mm&#038;r=g' srcset='https:\/\/secure.gravatar.com\/avatar\/c99533d7d5e5087a0bb073c2eb8e866934407bdb9ed1d16ecb00fc12de648cd3?s=96&#038;d=mm&#038;r=g 2x' class='avatar avatar-48 photo' height='48' width='48' \/><\/div><div class=\"wp-block-post-author__content\"><p class=\"wp-block-post-author__byline\">F\u00f6rfattare<\/p><p class=\"wp-block-post-author__name\">Sofia Pernbrink<\/p><\/div><\/div>\n\n\n<h2 id=\"h-fragor-och-svar-om-lonekartlaggning-och-lonetransparensdirektivet\" class=\"wp-block-heading\"><strong>Fr\u00e5gor och svar om l\u00f6nekartl\u00e4ggning och l\u00f6netransparensdirektivet<\/strong><\/h2>\n\n\n\n<h4 id=\"h-vad-ar-lonekartlaggning-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Vad \u00e4r l\u00f6nekartl\u00e4ggning?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">L\u00f6nekartl\u00e4ggning \u00e4r en systematisk genomg\u00e5ng av l\u00f6ner inom en organisation. Den ska s\u00e4kerst\u00e4lla att lika eller likv\u00e4rdigt arbete bel\u00f6nas lika, oavsett k\u00f6n.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-maste-vi-gora-lonekartlaggning-vilka-lagkrav-finns-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>M\u00e5ste vi g\u00f6ra l\u00f6nekartl\u00e4ggning? Vilka lagkrav finns?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\"><strong>Enligt diskrimineringslagen ska alla f\u00f6retag g\u00f6ra l\u00f6nekartl\u00e4ggning varje \u00e5r.<\/strong>\u202fF\u00f6retag med fler \u00e4n 10 anst\u00e4llda ska dokumenteras och analysera l\u00f6nekartl\u00e4ggningen. Syftet med en l\u00f6nekartl\u00e4ggning \u00e4r att uppt\u00e4cka, \u00e5tg\u00e4rda och f\u00f6rhindra osakliga l\u00f6neskillnader mellan kvinnor och m\u00e4n, vilket \u00e4r ett krav enligt diskrimineringslagen.&nbsp;<\/p>\n\n\n\n<p class=\" wp-block-paragraph\">En v\u00e4l genomf\u00f6rd l\u00f6nekartl\u00e4ggning \u00e4r en viktig pusselbit f\u00f6r att m\u00f6ta kraven i det kommande EU-direktivet om l\u00f6netransparens. Se mer information om det i fr\u00e5gorna om direktivet.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-maste-vi-gora-lonekartlaggning-aven-om-vi-ar-ett-litet-foretag-och-alla-har-olika-roller-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>M\u00e5ste vi g\u00f6ra l\u00f6nekartl\u00e4ggning \u00e4ven om vi \u00e4r ett litet f\u00f6retag och alla har olika roller?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Ja, alla arbetsgivare ska g\u00f6ra en l\u00f6nekartl\u00e4ggning, oavsett storlek. \u00c4ven om ni inte kan j\u00e4mf\u00f6ra l\u00f6ner mellan lika eller likv\u00e4rdiga arbeten ska ni \u00e4nd\u00e5 g\u00f6ra bed\u00f6mningen, analysera om det finns risk f\u00f6r osakliga l\u00f6neskillnader och visa varf\u00f6r j\u00e4mf\u00f6relser inte \u00e4r m\u00f6jliga.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-vad-vinner-vi-pa-att-gora-lonekartlaggning-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Vad vinner vi p\u00e5 att g\u00f6ra l\u00f6nekartl\u00e4ggning?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Att genomf\u00f6ra l\u00f6nekartl\u00e4ggningen har flera f\u00f6rdelar:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ni ser till att f\u00f6retaget m\u00f6ter lagkraven i diskrimineringslagen.&nbsp;<\/li>\n\n\n\n<li>Ni f\u00e5r faktabaserat underlag inf\u00f6r l\u00f6nerevisionen.&nbsp;<\/li>\n\n\n\n<li>Ni kan uppt\u00e4cka, \u00e5tg\u00e4rda och f\u00f6rebygga osk\u00e4liga l\u00f6neskillnader och kan s\u00e4kerst\u00e4lla en j\u00e4mst\u00e4lld l\u00f6nestruktur.&nbsp;<\/li>\n\n\n\n<li>Att ha en genomt\u00e4nkt och sund l\u00f6nes\u00e4ttning skapar trygghet f\u00f6r medarbetarna och bidrar till ett starkare arbetsgivarvarum\u00e4rke.&nbsp;<\/li>\n\n\n\n<li>En bra l\u00f6nekartl\u00e4ggning \u00e4r ditt verktyg f\u00f6r att f\u00f6rbereda och leva upp till l\u00f6netransparensdirektivet.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h4 id=\"h-vad-hander-om-vi-inte-gor-lonekartlaggning-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Vad h\u00e4nder om vi inte g\u00f6r l\u00f6nekartl\u00e4ggning?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Arbetsgivare som inte genomf\u00f6r l\u00f6nekartl\u00e4ggning bryter mot Diskrimineringslagen (3 kap. 10\u201313 \u00a7\u00a7). Det h\u00e4r kan f\u00e5 f\u00f6ljande konsekvenser:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>DO kan ingripa:<\/strong>&nbsp;<br>Diskrimineringsombudsmannen (DO) \u00e4r tillsynsmyndighet och kan beg\u00e4ra att ni visar upp er l\u00f6nekartl\u00e4ggning och dokumentation.&nbsp;<\/li>\n\n\n\n<li><strong>F\u00f6rel\u00e4ggande och vite:<\/strong>&nbsp;<br>Om ni inte kan visa att l\u00f6nekartl\u00e4ggningen \u00e4r gjord kan DO v\u00e4nda sig till N\u00e4mnden mot diskriminering, som kan besluta om ett f\u00f6rel\u00e4ggande med vite \u2013 allts\u00e5 ett krav p\u00e5 att genomf\u00f6ra kartl\u00e4ggningen, med risk f\u00f6r ekonomiskt straff om ni inte f\u00f6ljer beslutet.&nbsp;<\/li>\n\n\n\n<li><strong>Rykte och extra kostnader:<\/strong>&nbsp;<br>F\u00f6rutom de formella sanktionerna kan utebliven kartl\u00e4ggning leda till negativa f\u00f6ljder vad g\u00e4ller f\u00f6rtroende, f\u00f6rhandlingar med fackliga organisationer, och extra kostnader f\u00f6r retroaktiva l\u00f6nejusteringar om diskriminering konstateras vid granskning.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h4 id=\"h-vem-blir-betalningsskyldig-om-vi-bryter-mot-reglerna-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Vem blir betalningsskyldig om vi bryter mot reglerna?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Om diskriminering eller brist p\u00e5 l\u00f6nekartl\u00e4ggning leder till ers\u00e4ttningsansvar s\u00e5 \u00e4r det den juridiska enheten, dvs bolaget, som kan kr\u00e4vas p\u00e5 diskrimineringsers\u00e4ttning eller vite. VD och HR har ett ansvar att se till att lagen f\u00f6ljs i praktiken, eftersom de ofta \u00e4r delegerade uppgiften att leda arbetet med l\u00f6nekartl\u00e4ggningen.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-nar-under-aret-ska-lonekartlaggningen-genomforas-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>N\u00e4r under \u00e5ret ska l\u00f6nekartl\u00e4ggningen genomf\u00f6ras?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Det finns inte krav p\u00e5 exakt n\u00e4r under \u00e5ret den ska genomf\u00f6ras. Vi rekommenderar att ni g\u00f6r den i god tid inf\u00f6r l\u00f6nerevisionen eftersom ni d\u00e5 kan dra nytta av kartl\u00e4ggningen vid l\u00f6nerevisionen.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-hanger-lonekartlaggningen-ihop-med-lonerevisionen-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>H\u00e4nger l\u00f6nekartl\u00e4ggningen ihop med l\u00f6nerevisionen?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">L\u00f6nekartl\u00e4ggning och l\u00f6nerevisionen g\u00e5r hand i hand:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>L\u00f6nekartl\u00e4ggningen visar var or\u00e4ttvisor finns.&nbsp;<\/li>\n\n\n\n<li>L\u00f6nerevisionen blir verktyget f\u00f6r att \u00e5tg\u00e4rda skillnaderna.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\" wp-block-paragraph\">Resultatet blir en r\u00e4ttvis och strategiskt f\u00f6rankrad l\u00f6nepolitik!&nbsp;<\/p>\n\n\n\n<h4 id=\"h-vad-ar-syftet-med-en-lonekartlaggning-i-verksamheter-dar-lonerna-styrs-av-centrala-avtal-eller-fordelningstal-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Vad \u00e4r syftet med en l\u00f6nekartl\u00e4ggning i verksamheter d\u00e4r l\u00f6nerna styrs av centrala avtal eller f\u00f6rdelningstal?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">\u00c4ven i verksamheter d\u00e4r l\u00f6nerna regleras genom kollektivavtal eller f\u00f6rdelningstal beh\u00f6ver arbetsgivaren g\u00f6ra en l\u00f6nekartl\u00e4ggning. Avtalen anger ofta ramarna f\u00f6r l\u00f6nes\u00e4ttningen, men de garanterar inte att l\u00f6nerna faktiskt till\u00e4mpas p\u00e5 ett j\u00e4mst\u00e4llt s\u00e4tt i praktiken. Det kan till exempel finnas strukturer som g\u00f6r att kvinnor f\u00e5r mindre tilldelning, l\u00e4gre ackord eller mer s\u00e4llan f\u00e5r arbetsuppgifter som leder till h\u00f6gre l\u00f6n.&nbsp;<\/p>\n\n\n\n<h3 id=\"h-praktiskt-om-lonekartlaggning-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Praktiskt om l\u00f6nekartl\u00e4ggning<\/strong>&nbsp;<\/h3>\n\n\n\n<h4 id=\"h-hur-gar-lonekartlaggningen-till-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Hur g\u00e5r l\u00f6nekartl\u00e4ggningen till?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">N\u00e4r vi p\u00e5 ECIT genomf\u00f6r l\u00f6nekartl\u00e4ggning g\u00e5r vi igenom f\u00f6ljande steg:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li><strong>L\u00f6nepolicy och l\u00f6nekriterier<\/strong>&nbsp;\u2013 Om dessa saknas rekommenderar vi att grunden f\u00f6r kartl\u00e4ggningen l\u00e4ggs genom att skapa dem.&nbsp;<\/li>\n<\/ol>\n\n\n\n<p class=\" wp-block-paragraph\">2. <strong>Genomg\u00e5ng av befattningar och l\u00f6ner<\/strong>&nbsp;\u2013 S\u00e4kerst\u00e4ll att det finns befattningsbeskrivning f\u00f6r alla tj\u00e4nster.&nbsp;<\/p>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li><strong>Arbetsv\u00e4rdering<\/strong>&nbsp;\u2013 Bed\u00f6m varje tj\u00e4nst utifr\u00e5n ansvar, kompetens, arbetsf\u00f6rh\u00e5llanden, arbetsbelastning och andra relevanta faktorer.&nbsp;<\/li>\n<\/ol>\n\n\n\n<p class=\" wp-block-paragraph\">4. <strong>Identifiering av lika och likv\u00e4rdiga tj\u00e4nster<\/strong>&nbsp;\u2013 Notera \u00e4ven vilka tj\u00e4nster som \u00e4r kvinnodominerade.&nbsp;<\/p>\n\n\n\n<p class=\" wp-block-paragraph\">5. <strong>L\u00f6neanalys<\/strong>&nbsp;\u2013 Lika och likv\u00e4rdiga roller j\u00e4mf\u00f6rs l\u00f6nem\u00e4ssigt f\u00f6r att identifiera eventuella skillnader.&nbsp;<\/p>\n\n\n\n<p class=\" wp-block-paragraph\">6. <strong>\u00c5tg\u00e4rdsplan<\/strong>&nbsp;\u2013 Om osakliga l\u00f6neskillnader uppt\u00e4cks tas en plan fram f\u00f6r att \u00e5tg\u00e4rda dem.&nbsp;<\/p>\n\n\n\n<p class=\" wp-block-paragraph\">7. <strong>Dokumentation<\/strong>\u00a0\u2013 Hela processen och resultatet av l\u00f6nekartl\u00e4ggningen dokumenteras.\u00a0<\/p>\n\n\n\n<h4 id=\"h-nagra-extra-tips-for-en-lyckad-lonekartlaggning\" class=\"wp-block-heading  wp-block-paragraph\"><strong>N\u00e5gra extra tips f\u00f6r en lyckad l\u00f6nekartl\u00e4ggning:<\/strong>\u00a0<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>T\u00e4nk p\u00e5 att involvera chefer och facket i analysen.&nbsp;<\/li>\n\n\n\n<li>Gl\u00f6m inte att kommunicera syftet l\u00f6nekartl\u00e4ggningen: J\u00e4mst\u00e4lldhet, r\u00e4ttvisa och h\u00e5llbara l\u00f6ner.&nbsp;<\/li>\n\n\n\n<li>Om du \u00e4r ansvarig f\u00f6r att genomf\u00f6ra kartl\u00e4ggningen: Det dyker alltid upp m\u00e5nga funderingar p\u00e5 v\u00e4gen s\u00e5 se till att du har n\u00e5gon att diskutera med n\u00e4r du beh\u00f6ver.&nbsp;<\/li>\n\n\n\n<li>Anv\u00e4nd resultaten f\u00f6r att prioritera l\u00f6nejusteringar!&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\" wp-block-paragraph\"><\/p>\n\n\n\n<h4 id=\"h-hur-dokumenterar-vi-lonekartlaggningen-pa-ratt-satt-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Hur dokumenterar vi l\u00f6nekartl\u00e4ggningen p\u00e5 r\u00e4tt s\u00e4tt?<\/strong>&nbsp;<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Enklast \u00e4r att anv\u00e4nda etablerade system och mallar<\/strong>&nbsp;\u2013 du beh\u00f6ver inte uppfinna hjulet, m\u00e5nga verktyg finns f\u00e4rdiga att anv\u00e4nda.&nbsp;<\/li>\n\n\n\n<li><strong>Redovisa resultat och eventuell \u00e5tg\u00e4rdsplan<\/strong>&nbsp;\u2013 dokumentera vad analysen visar och vilka steg som ska tas f\u00f6r att \u00e5tg\u00e4rda skillnader.&nbsp;<\/li>\n\n\n\n<li><strong>Skydda individers integritet<\/strong>&nbsp;\u2013 du beh\u00f6ver inte offentligg\u00f6ra enskilda l\u00f6ner, utan sammanst\u00e4llning p\u00e5 gruppniv\u00e5 r\u00e4cker.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\" wp-block-paragraph\">Bra dokumentation underl\u00e4ttar b\u00e5de uppf\u00f6ljning internt och eventuell granskning av myndigheter!&nbsp;<\/p>\n\n\n\n<h4 id=\"h-behover-vi-systemstod-eller-kan-vi-anvanda-excel-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Beh\u00f6ver vi systemst\u00f6d eller kan vi anv\u00e4nda Excel?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Med tanke p\u00e5 l\u00f6netransparensdirektivet \u00e4r v\u00e5r rekommendation att ni anv\u00e4nder systemst\u00f6d. Tidigare har man kunnat genomf\u00f6ra revisionen genom&nbsp;excellistor&nbsp;men ett systemst\u00f6d underl\u00e4ttar verkligen n\u00e4r det g\u00e4ller att visa att ni m\u00f6ter kraven i direktivet.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-hur-gor-man-lonekartlaggning-om-foretaget-har-flera-bolag-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Hur g\u00f6r man l\u00f6nekartl\u00e4ggning om f\u00f6retaget har flera bolag?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">L\u00f6nekartl\u00e4ggningen g\u00f6rs separat f\u00f6r varje organisationsnummer, eftersom varje juridisk enhet \u00e4r ansvarig f\u00f6r sin egen kartl\u00e4ggning. Resultatet dokumenteras per bolag och \u00e5tg\u00e4rdsplaner f\u00f6ljs upp f\u00f6r varje enhet.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-om-man-har-personal-i-annat-bolag-inom-eu-i-koncernen-ska-dessa-inga-i-samma-lonekartlaggning-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Om man har personal i annat bolag inom EU i koncernen, ska dessa ing\u00e5 i samma l\u00f6nekartl\u00e4ggning?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Varje juridisk person (dvs bolag) g\u00f6r sin egen l\u00f6nekartl\u00e4ggning. L\u00f6nekartl\u00e4ggning sker per land och per bolag eftersom arbetsr\u00e4tten \u00e4r nationellt reglerad. Det \u00e4r \u00e4nd\u00e5 en f\u00f6rdel att anv\u00e4nda samma v\u00e4rderingsmetod eller system. Ofta vill man inom en koncern kunna j\u00e4mf\u00f6ra l\u00f6nestrukturen i hela koncernen.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-hur-hanteras-tjansteman-och-kollektivanstallda-i-lonekartlaggningen-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Hur hanteras tj\u00e4nstem\u00e4n och kollektivanst\u00e4llda i l\u00f6nekartl\u00e4ggningen?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Tj\u00e4nstem\u00e4n och kollektivanst\u00e4llda kan kartl\u00e4ggas tillsammans i samma process. Arbetsv\u00e4rderingen skiljer sig dock \u00e5t mellan grupperna eftersom roller och kriterier inte alltid \u00e4r direkt j\u00e4mf\u00f6rbara.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-nbsp-hur-bedomer-vi-vad-som-ar-likvardigt-arbete-i-lonekartlaggningen-nbsp\" class=\"wp-block-heading  wp-block-paragraph\">&nbsp;<strong>Hur bed\u00f6mer vi vad som \u00e4r likv\u00e4rdigt arbete i l\u00f6nekartl\u00e4ggningen?<\/strong>&nbsp;<\/h4>\n\n\n\n<ul class=\"wp-block-list\">\n<li>J\u00e4mf\u00f6r tj\u00e4nster utifr\u00e5n kunskap, ansvar, krav, anstr\u00e4ngning, sv\u00e5righetsgrad och arbetsf\u00f6rh\u00e5llanden.&nbsp;<\/li>\n\n\n\n<li>T\u00e4nk p\u00e5 att fokusera p\u00e5 tj\u00e4nsterna, inte p\u00e5 individerna som utf\u00f6r dem.&nbsp;<\/li>\n\n\n\n<li>T\u00e4nk likv\u00e4rdiga jobb, inte identiska jobb. Det handlar om v\u00e4rdet p\u00e5 arbetet, inte uppgifternas exakta inneh\u00e5ll.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h4 id=\"h-vad-gor-vi-om-vi-hittar-osakliga-loneskillnader-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Vad g\u00f6r vi om vi hittar osakliga l\u00f6neskillnader?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Om ni hittar l\u00f6neskillnader s\u00e5 \u00e4r det dags att ta fram en \u00e5tg\u00e4rdsplan. H\u00e4r anger du vilka justeringar som ska g\u00f6ras och n\u00e4r de ska vara klara.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-maste-vi-gora-nagot-om-loneskillnaden-mellan-kvinnor-och-man-ar-under-5-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>M\u00e5ste vi g\u00f6ra n\u00e5got om l\u00f6neskillnaden mellan kvinnor och m\u00e4n \u00e4r under 5 %?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Det finns inget \u201dtoleransintervall\u201d enligt diskrimineringslagen. \u00c4ven sm\u00e5 skillnader m\u00e5ste analyseras. Det \u00e4r allts\u00e5 inte tillr\u00e4ckligt att s\u00e4ga \u201dskillnaden \u00e4r under 5\u202f%, s\u00e5 vi g\u00f6r inget\u201d. Om tv\u00e5 medarbetare har samma arbetsuppgifter och kvinnan tj\u00e4nar 4\u202f% mindre \u00e4n mannen i samma roll \u2013 d\u00e5 m\u00e5ste arbetsgivaren visa att l\u00f6neskillnaden beror p\u00e5 n\u00e5got relevant och objektivt,&nbsp;t.ex.&nbsp;att mannen har 10 \u00e5rs mer erfarenhet. Om det inte g\u00e5r att visa, s\u00e5 m\u00e5ste skillnaden \u00e5tg\u00e4rdas. 5% intervallet n\u00e4mndes i samband med inrapportering av l\u00f6nestatistik enligt l\u00f6netransparensdirektivet. Det kommer s\u00e4kert tydligare regler inom kort.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"1000\" height=\"610\" src=\"https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/07\/group-laughing.jpg\" alt=\"\" class=\"wp-image-4840\" srcset=\"https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/07\/group-laughing.jpg 1000w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/07\/group-laughing-300x183.jpg 300w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/07\/group-laughing-768x468.jpg 768w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/07\/group-laughing-150x92.jpg 150w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/><\/figure>\n\n\n\n<h3 id=\"h-om-lonetransparensdirektivet-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Om l\u00f6netransparensdirektivet<\/strong>&nbsp;<\/h3>\n\n\n\n<h4 id=\"h-vad-ar-lonetransparensdirektivet-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Vad \u00e4r l\u00f6netransparensdirektivet?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Det \u00e4r ett nytt EU-direktiv som syftar till att minska l\u00f6neskillnader mellan kvinnor och m\u00e4n, genom att g\u00f6ra l\u00f6ner mer transparenta. Det inneb\u00e4r \u00f6kad insyn i l\u00f6neniv\u00e5er, tydlighet och krav p\u00e5 rapportering. Den 11 mars 2026 meddelade regeringen att l\u00f6netransparensdirektivets ikrafttr\u00e4dande i Sverige har flyttats till 1 januari 2027.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-vad-innebar-lonetransparensdirektivet-for-foretag-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Vad inneb\u00e4r l\u00f6netransparensdirektivet f\u00f6r f\u00f6retag?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">Det beror p\u00e5 hur m\u00e5nga anst\u00e4llda f\u00f6retaget har, men i stora drag inneb\u00e4r det:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Strukturerade l\u00f6nekriterier<\/strong>. L\u00f6nes\u00e4ttning och karri\u00e4rutveckling ska bygga p\u00e5 objektiva och k\u00f6nsneutrala kriterier.&nbsp;<\/li>\n\n\n\n<li><strong>Krav p\u00e5 information till arbetss\u00f6kande.<\/strong>&nbsp;L\u00f6n eller l\u00f6nespann ska anges i platsannonser eller innan intervju. Arbetsgivare f\u00e5r inte fr\u00e5ga arbetss\u00f6kande om tidigare l\u00f6n.&nbsp;<\/li>\n\n\n\n<li><strong>\u00d6kad insyn f\u00f6r anst\u00e4llda.<\/strong>&nbsp;Anst\u00e4llda har r\u00e4tt att f\u00e5 veta den genomsnittliga l\u00f6neniv\u00e5n f\u00f6r sitt arbete och hur det ser ut&nbsp;k\u00f6nsf\u00f6rdelat.&nbsp;<\/li>\n\n\n\n<li><strong>\u00d6kad samverkan mellan arbetsgivare och fack<\/strong>. Arbetsgivare m\u00e5ste samverka med facket vid l\u00f6nekartl\u00e4ggning och rapportering. Om en arbetsgivare inte har kollektivavtal men har fackligt anslutna anst\u00e4llda, ska information ges till facken.&nbsp;<\/li>\n\n\n\n<li><strong>\u00c5rliga rapporteringskrav f\u00f6r arbetsgivare med 100 + anst\u00e4llda.<\/strong>&nbsp;F\u00f6retagen m\u00e5ste regelbundet rapportera k\u00f6nsuppdelad l\u00f6nestatistik till&nbsp;Diskriminieringsombudsmannen. Om skillnaden \u00e4r &gt;5% utan saklig f\u00f6rklaring, m\u00e5ste arbetsgivaren ange hur det ska \u00e5tg\u00e4rdas&nbsp;<\/li>\n<\/ul>\n\n\n\n<h4 id=\"h-vad-ar-skillnaden-mellan-lonekartlaggningen-och-lonetransparensdirektivet-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Vad \u00e4r skillnaden mellan l\u00f6nekartl\u00e4ggningen och l\u00f6netransparensdirektivet?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">M\u00e5nga undrar hur l\u00f6nekartl\u00e4ggningen och det kommande l\u00f6netransparensdirektivet h\u00e4nger ihop \u2013 och vad som egentligen skiljer dem \u00e5t.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>L\u00f6nekartl\u00e4ggningen<\/strong>&nbsp;\u00e4r ett svenskt lagkrav enligt diskrimineringslagen och g\u00f6rs \u00e5rligen f\u00f6r att uppt\u00e4cka och \u00e5tg\u00e4rda osakliga l\u00f6neskillnader mellan kvinnor och m\u00e4n.&nbsp;<\/li>\n\n\n\n<li><strong>L\u00f6netransparensdirektivet<\/strong>&nbsp;\u00e4r ett EU-direktiv som st\u00e4ller krav p\u00e5 \u00f6kad \u00f6ppenhet kring l\u00f6ner och p\u00e5 tydliga, k\u00f6nsneutrala l\u00f6nekriterier \u2013 samt att arbetsgivare ska redovisa och agera p\u00e5 l\u00f6neskillnader.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p class=\" wp-block-paragraph\"><strong>Kort sagt:<\/strong>&nbsp;L\u00f6nekartl\u00e4ggningen \u00e4r verktyget \u2013 l\u00f6netransparensdirektivet sk\u00e4rper reglerna f\u00f6r insyn och uppf\u00f6ljning.&nbsp;<\/p>\n\n\n\n<h4 id=\"h-vad-behover-vi-gora-for-att-forbereda-lonetransparensdirektivet-nbsp\" class=\"wp-block-heading  wp-block-paragraph\"><strong>Vad beh\u00f6ver vi g\u00f6ra f\u00f6r att f\u00f6rbereda l\u00f6netransparensdirektivet?<\/strong>&nbsp;<\/h4>\n\n\n\n<p class=\" wp-block-paragraph\">V\u00e5r rekommendation \u00e4r att ni redan nu g\u00f6r en noggrann och v\u00e4l genomf\u00f6rd l\u00f6nekartl\u00e4ggning. L\u00f6nekartl\u00e4ggningen ger det underlag och den struktur som direktivet bygger vidare p\u00e5. Den:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Identifierar likv\u00e4rdiga arbeten<\/strong>&nbsp;\u2013 en f\u00f6ruts\u00e4ttning f\u00f6r att kunna j\u00e4mf\u00f6ra l\u00f6ner r\u00e4ttvist.&nbsp;<\/li>\n\n\n\n<li><strong>Analyserar l\u00f6neskillnader mellan kvinnor och m\u00e4n<\/strong>&nbsp;och visar var det finns oj\u00e4mst\u00e4lldhet.&nbsp;<\/li>\n\n\n\n<li><strong>Dokumenterar orsaker till eventuella skillnader<\/strong>, vilket underl\u00e4ttar n\u00e4r skillnader ska f\u00f6ljas upp eller redovisas.&nbsp;<\/li>\n\n\n\n<li><strong>Ger underlag till&nbsp;<\/strong>de<strong>&nbsp;l\u00f6neuppgifter<\/strong>&nbsp;som anst\u00e4llda har r\u00e4tt att f\u00e5 enligt direktivet.&nbsp;<\/li>\n\n\n\n<li><strong>L\u00e4gger grunden f\u00f6r k\u00f6nsneutrala l\u00f6nekriterier och l\u00f6nepolicyer<\/strong>, ett krav i l\u00f6netransparensdirektivet.&nbsp;<\/li>\n<\/ul>\n\n\n\n\n\n<section id=\"block_acf-block-6a98040caeaa5\"\n         class=\"form alignfull has-animation  form--media-right\" >\n\t<div class=\"form__form\">\n\t\t\t\t\t<p class=\"form__label\">Kontakta oss<\/p>\n\t\t\t\t\t\t\t<h2 class=\"form__heading\">Hur kan vi hj\u00e4lpa dig? <\/h2>\n\t\t\t\t<div class=\"form__inner-wrap\">\n\t\t\t\t\t\t\t<p class=\"form__text\">Fyll i kontaktformul\u00e4ret eller ring oss p\u00e5 f\u00f6ljande nummer<\/p>\n\t\t\t\t\t\t\t\t\t\t<p class=\"form__phone-number\">\n\t\t\t\t\t<a href=\"tel:08-40021240\">\n\t\t\t\t\t\t<svg viewBox=\"0 0 40 40\"><use xlink:href=\"https:\/\/www.ecit.com\/se\/wp-content\/themes\/ecit\/assets\/dist\/icons\/dist\/icon-sprite.svg?ver=1.2.54#phone\"><\/use><\/svg>\t\t\t\t\t\t08-400 212 40\t\t\t\t\t<\/a>\n\t\t\t\t<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"form__embed\" data-no-reveal>\n\t\t\t\t\t\t\t<div class=\"ecit-hubspot-form\" id=\"ecit-hs-form-8630d949-4332-4d9f-8d4d-e026ae0a7d6c-6aa7a2c2ec992\"><\/div><script>window.hsFormsOnReady = window.hsFormsOnReady || [];window.hsFormsOnReady.push(function(){hbspt.forms.create({portalId:25301188,formId:\"8630d949-4332-4d9f-8d4d-e026ae0a7d6c\",target:\"#ecit-hs-form-8630d949-4332-4d9f-8d4d-e026ae0a7d6c-6aa7a2c2ec992\",region:\"eu1\",onFormReady:function(){var c=document.getElementById(\"ecit-hs-form-8630d949-4332-4d9f-8d4d-e026ae0a7d6c-6aa7a2c2ec992\");var f=c&&c.querySelector(\"form\");if(!f)return;var s=\"--ecit-hs-form-8630d949-4332-4d9f-8d4d-e026ae0a7d6c-6aa7a2c2ec992\";window._ecitHsIds=window._ecitHsIds||{};f.querySelectorAll(\"[id]\").forEach(function(el){if(window._ecitHsIds[el.id]){var o=el.id;el.id=o+s;f.querySelectorAll(\"[for]\").forEach(function(lb){if(lb.getAttribute(\"for\")===o){lb.setAttribute(\"for\",el.id);}});}else{window._ecitHsIds[el.id]=true;}});}});});<\/script>\t\t\t\t\t<\/div>\n\t<\/div>\n\t<div class=\"form__img  form__img--default\">\n\t\t<img loading=\"lazy\" decoding=\"async\" width=\"915\" height=\"800\" src=\"https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/Form-block-11.jpg\" class=\"form__image\" alt=\"\" srcset=\"https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/Form-block-11.jpg 915w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/Form-block-11-300x262.jpg 300w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/Form-block-11-768x671.jpg 768w, https:\/\/www.ecit.com\/se\/wp-content\/uploads\/2026\/05\/Form-block-11-150x131.jpg 150w\" sizes=\"auto, (max-width: 915px) 100vw, 915px\" \/>\t<\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>Allt du beh\u00f6ver veta om l\u00f6nekartl\u00e4ggning och l\u00f6netransparensdirektivet<\/p>\n","protected":false},"author":6,"featured_media":4896,"parent":0,"template":"","format":[],"division":[10],"topic":[],"platform":[],"class_list":["post-5619","blog","type-blog","status-publish","has-post-thumbnail","hentry","division-accounting-payroll"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.9 (Yoast SEO v28.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>L\u00f6nekartl\u00e4ggning och l\u00f6netransparensdirektivet f\u00f6r f\u00f6retag - ECIT<\/title>\n<meta name=\"description\" content=\"L\u00f6nekartl\u00e4ggning och l\u00f6netransparensdirektivet garanterar r\u00e4ttvisa l\u00f6ner f\u00f6r alla. 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