Overview
- The Labour Ministry has begun the legislative process to transpose Directive 2023/970, aiming to secure cabinet and parliamentary approvals before the 7 June 2026 deadline.
- Employees will gain the right to obtain average pay data for comparable roles and to see criteria for pay progression and career advancement, with transparency prioritized over confidentiality.
- During hiring, employers must disclose initial pay or pay ranges for vacancies and are prohibited from asking candidates about current or past salaries.
- In discrimination disputes the burden of proof shifts to employers, and any unexplained gender pay gap of at least 5% in a comparable category triggers a joint evaluation with worker representatives and corrective measures.
- Gender pay reporting is phased: employers with 250 or more staff file the first report by 7 June 2027 and then annually, those with 150–249 staff report every three years, companies with 100–149 enter from 2031, and sub‑100 thresholds remain at national discretion, with firms preparing by mapping jobs of equal value using neutral criteria.