ABSTRACT
This chapter presents the case studies that are intended to identify the impact, limits and potential of contractual decentralisation with respect to the factors triggering gender pay gaps (GPGs) in a context, where basic wages are determined at the national level on the basis of a centralised system of collective bargaining. After having examined the possible difficulties detected in the formulation of the regulations on the awarding of productivity bonuses determined within the company collective agreement, the investigation focused on the analysis of the practical and effective impact of the regulations within two specific company situations. With regard to methodology, there are several factors that justify the choice of these company contexts. Continuing to observe the annual earnings of full-time workers, wondered what percentage of the GPG could be ascribed to the variable components of the salary, including performance-related pay.
