8.2.6. Policy on pay scale equity including a commitment to measurement and elimination of gender pay gaps  

The employees of the Lebanese University are subject to the provisions of the law of working in public sector (46/2017). Therefore, the wages are legal and based on the salary scale law raising the salaries of LU professors issued in 206/2012 for the wages of the professors. These laws stipulate gender equity. 

Lebanese University promotes decent work and economic growth for the sake of enhancing all staff, the faculty, and students' performance. In this sense, Lebanese University does not have a policy on pay scale equity but including a commitment to measurement and elimination of gender pay gaps. 

In Lebanon, all employees are subject to the guidelines set by the labor law. An employer may demand a maximum of 48 regular hours per week from his employees. Under special circumstances, employers are permitted to add extra hours to an employee’s regular shift, but this requires a permit from the Ministry of Labor. 

In Lebanon, the minimum wage in the public and private sectors is set by the government. In addition to the minimum wage, a salary scale also applies to the public sector. This is based on the position and rank of the respective employee. There is a need to establish a salary adjustment system that is transparent (covering all employees and remuneration components); predictable (also for pension costs); and based on productivity and performance measures. 

The Lebanese University Center for Research and Studies in Legal Informatics


Since Decree No. 7426 of January 25, 2012 decided to set the official minimum wage for employees and workers subject to the Labor Law, the cost of living rate and how to apply it, and since the Parliamentary Commission for Administration and Justice recommended in its session of 11/11/2011 to the government “to draft a bill. It includes new channels that take into account all the increases that occurred with respect to the inflation rate, in order to to preserve the equality between the different chains and the privacy of the jobs, in order to put an end to the one-off increases.

Given that the civil service suffers from a large vacancy in its workforce, and the salaries received by employees cannot constitute, in their current state, an incentive to attract skills, and given that the historical vision of the evolution of wages in the public sector clearly shows the imbalance that it has suffered and the most recent large gap between the wages of the different workers in the sector. This has negatively affected the work of public administrations, And since many of the laws that imposed exceptional increases or reconsidered the salary chains of some wires, the gap between the salaries of public sector workers increased, either between wires or between workers in public administrations, and since this matter paid those who were not included in the new chains or ranks. The exceptional need to claim their equity after the great discrepancy between their wages and those of those who previously benefited from special laws, and since a special salary series was recently issued for judges according to Law No. The issue that required the inclusion in the attached bill of provisions that stipulate that these people should not benefit from the transfer stipulated in their body, in order to avoid the transfer of their salaries on two occasions: the first with Law No. 173/2011 and the second with the bill attached to its issuance, And since the secondary education teachers who were transferred to the administration in the Ministry of Education and Higher Education and were appointed in the third and second categories, have benefited from the provisions of Law No 159 issued on August 17, 2011.