Overview
- Germany, which will miss the 7 June 2026 transposition deadline, has not yet produced a draft implementing bill and the government plans national legislation only by early 2027.
- Key elements of the EU pay‑transparency directive require employers to publish starting salary ranges, ban questions about prior pay, give employees the right to gender‑broken pay information for comparable roles, and force regular reports from larger firms.
- Several provisions of the directive will apply directly from 7 June even without German implementing law, creating a legal gap that affects what workers can already claim and what firms must prepare for.
- SPD politicians have publicly accused the Union (CDU/CSU) of blocking progress and said the delay will prolong pay disadvantages for women, while business groups warn the rules will add heavy reporting and compliance costs.
- Official data show a 16% unadjusted hourly gender pay gap in Germany in 2025 and a 6% gap after controls, underlining why the directive’s advocates see transparency as a tool to reduce long‑term earnings and pension inequalities.