Pay TransparencyTracker

On 20 January 2026 Labor Minister Jean-Pierre Farandou told the press he hopes to present a law transposing the pay-transparency directive before summer 2026. He noted that France must implement the EU rules by 7 June 2026. The directive will require most employers to specify salaries or salary ranges in job postings and to report gender-pay information in detail. Farandou’s remarks reflect ongoing planning as firms await final details of the new rules (www.linfodurable.fr) (www.linfodurable.fr).

On 19 January 2026 the Ministry of Social Security and Labour announced that it had submitted the completed draft bills to the Government for approval. The proposed laws would give effect to the EU Pay Transparency Directive, including new obligations on employers to provide pay information and conduct pay audits. According to the Ministry, the amendments would enter into force on 7 June 2026, meeting the Directive’s deadline. Following government approval, the draft will be sent to Parliament for adoption.

On 19 January 2026, the draft implementing law (Wet implementatie Richtlijn loontransparantie) was formally submitted to the Raad van State (Council of State) for advisory review, marking a key step in the legislative process.

On 15 January 2026, Equality Minister Nina Larsson held a press conference to present the government’s draft bill (lagrådsremiss) transposing the directive. This confirmed that the formal legislative proposal has been prepared and submitted for review, moving the process into the parliamentary stage.

An EY insights article observed that, as of early 2026, substantive dialogue on implementing the directive had not begun in Hungary because employers expected national regulation first. It nevertheless advised companies to start preparing now for compliance, emphasizing cooperation between legal and HR teams due to the directive’s complexity.

The Labour Code amendment enacted on 4 June 2025 came into force on 24 December 2025, as legislated. From this date, employers must disclose all components of proposed salaries (in amounts or ranges) to candidates, publish salary ranges in job ads, and ensure gender-neutral criteria in recruitment. These provisions mark the first concrete implementation of the directive’s transparency obligations in Polish law.

The Ministry of Social Affairs and Health issued a formal consultation request on the draft pay transparency proposal, publishing the draft government bill and inviting statements by 9 February 2026. This launched the official public comment period for the transposition legislation.

A Deloitte legal perspective observes that Denmark’s legislative programme for 2025–26 omits any measures to implement the EU pay transparency directive, suggesting Denmark may not meet the June 2026 deadline.

On 16 December 2025, the Polish government published a draft bill explicitly implementing Directive 2023/970. The draft incorporates mandatory job evaluation criteria (skills, effort, responsibility, conditions) for determining pay and prescribes pay comparisons across firms as needed. It is aligned with previous commitments and sets obligations for employers ahead of the transposition deadline, including enforcing the previously enacted recruitment transparency measures.

On 12 December 2025 the Freiheitliche Wirtschaft (FW business association) issued a press release warning that the directive (coming into force in June 2026) will impose heavy burdens on even very small companies, and criticized the federal government for watching “tatenlos” (idly) as new regulatory burdens are imposed. FW demanded that Austria develop practical national rules to mitigate the impact.

In December 2025 the Hellenic Federation of Enterprises (SEV) published an article explaining Directive 2023/970 and stressing that its transposition by the 7 June 2026 deadline requires businesses to prepare. The analysis reviews the directive’s main obligations and warns companies to review pay policies ahead of implementation.

DI commentary warns that the government has not yet submitted any transposition bill and that Danish companies risk violating the rules if the directive takes effect by June 2026 as planned.

By November 2025, Hungary had not published an implementing law for the EU Pay Transparency Directive. Legal advisors noted that preliminary professional consultations were ongoing and that employers should prepare for upcoming obligations on salary disclosure, pay reporting and related pay transparency measures.

A government equality-related body published meeting materials including a presentation dedicated to the pay transparency directive, evidencing continued policy-level work and discussion on implementation/transposition topics beyond the already-adopted Labour Code amendment.

On 7 Nov 2025 the Department of Labour Relations published a draft law (the "Law of 2026 on strengthening the application of equal-pay standards through pay transparency and enforcement mechanisms") for public consultation to transpose Directive (EU) 2023/970.

Official handover of the expert commission's final report to the Federal Minister. The ministry confirmed plans to draft implementing legislation in early 2026.

On 7 November 2025 Tatiana Janečková (General Secretary of the Government Office) spoke at the Equal Pay Day 2025 conference on a panel about implementing the EU pay transparency directive. She noted that even state institutions would need to prepare internal regulations in anticipation of the new law and emphasized aligning with upcoming legal requirements.

On November 6, 2025, HUP’s Rijeka office held a follow-up seminar on the EU Pay Transparency Directive as part of its business academy. The seminar reviewed key elements of the directive and delays in national implementation. HUP presenters outlined employer obligations (pay criteria transparency, data reporting on gender pay gaps, etc.) and stressed the importance of proactively preparing company salary policies for compliance.

On 5 November 2025 a seminar took place in Tallinn on the EU Pay Transparency Directive (2023/970) and its implementation in Estonia. Organized by the European Parliament’s office in Estonia and ENUT, the seminar discussed the directive’s requirements and preparation steps for employers and workers.

On 30 October 2025, the Ministry of Welfare organized a conference titled “Transparent pay – facts, experience, solutions.” A senior official reported that intensive work was underway on the draft pay-transparency law and that a draft text was expected by the end of 2025. The official also noted there are no plans to extend the Directive’s scope or introduce additional requirements beyond the EU rules.

In October 2025 the Belgian Chamber of Representatives (Social Affairs Committee) held a debate on implementing the Pay Transparency Directive. The minister reported that the National Labour Council was compiling an inventory of existing legislation and agreements to prepare the national implementation of the directive.

Danish employer organization DI reports that as of late 2025 the government’s legislative programme does not include any bill on pay transparency implementation, and no draft has been introduced.

On 20 October 2025, Forvis Mazars published an analysis highlighting that Romania is expected to publish a draft national law to transpose the EU Pay Transparency Directive in the near future. The report notes the impending 7 June 2026 deadline and reviews how other EU countries have implemented pay transparency measures. Its findings suggest that Romania’s transposition process should move into a formal bill-drafting phase imminently.

In October 2025 it was reported that the government concluded it could not meet the June 2026 deadline. The new plan is for the law to take effect by 1 January 2027, with the draft bill sent to the Council of State by end-2025.

An HRT news report on October 15, 2025 covered Croatia’s preparations for the EU Pay Transparency Directive. The director of the national labor directorate clarified that under the forthcoming law, employees will be able to request information on average pay levels (by gender) for equal work, but will not see their colleagues’ exact salaries. The report emphasized that Croatia must implement the directive into its Labor Law by June 2026.

On 10 October 2025 the French government’s official info service published guidance on the forthcoming pay-transparency rules. The document reminds readers that the EU directive (adopted May 2023) must be transposed by 7 June 2026 and summarizes new employer obligations. These include providing salary or pay ranges in recruitment ads and expanded internal reporting for companies of various sizes. The bulletin serves as an early official briefing to businesses about the directive’s impact (entreprendre.service-public.gouv.fr).

The public comment period for Slovakia’s draft Pay Transparency Law closed on 9 October 2025. Stakeholders had been invited to submit feedback during the three-week consultation following the 19 September publication. This completes the inter-ministerial review phase before government submission to parliament.

The commission presented its final report with recommendations for implementing the EU Pay Transparency Directive, including proposals on company size thresholds, pay audits and reporting. The ministry indicated draft legislation would follow in early 2026.

In late September 2025 the Austrian Economic Chamber (WKO) featured the directive in its “SPIK” newsletter. The article explained that the directive’s requirements will create significant new obligations for businesses and reiterated that implementation must occur by June 2026.

On 24 September 2025, the government announced a significant budget increase for the Equality Ombudsman: SEK 25 million for 2026 and SEK 34 million annually thereafter, to help combat unjustified pay gaps as part of the directive’s implementation. Minister Nina Larsson stated that this gives the DO "the muscle" to work effectively on enforcing equal-pay rules.

The government published the draft Pay Transparency Law on 19 September 2025 and opened it for inter-ministerial and public comment (ending 9 October 2025). The draft introduces a standalone pay transparency act (with amendments to the Labour Code and related laws) to fully transpose Directive 2023/970. It aligns with the EU timeline by targeting an effective date of 1 June 2026.

On 15 September 2025, the Minister of Social Affairs sent a letter to Parliament providing an update on the implementation of the EU Pay Transparency Directive. The letter reported on developments from the Informal Employment Council meeting and reviewed the implementation timeline in the Netherlands.

On 13 Sep 2025 the Labour Minister stated that the Department of Labour Relations has already begun preparing for national alignment with Directive (EU) 2023/970, introducing binding pay transparency obligations.

The amendments introduced by LN112/2025 took effect on 27 August 2025 (two months after publication). From this date employers must comply with the new obligations – specifically, providing job applicants information on pay and responding to employee requests for pay data – even though further Directive provisions still await transposition.

On 18 August 2025 the Slovenian Employers’ Association (Združenje delodajalcev Slovenije) published a statement on the directive. It noted the obligation to transpose the directive by June 2026, but called for implementing only the EU-minimum requirements. The association warned that the directive as written would impose “disproportionately high administrative burdens” and advocated avoiding any extra national obligations beyond what the EU law mandates. This represents a social partner intervention in the transposition process, signalling concerns about the scope of the new rules.

By July 2025, Belgian employer and labour organizations had begun renegotiating a new collective bargaining agreement on equal pay (CBA No. 25). Analysts noted that finalizing this agreement and updating the 2012 Pay Gap Act would be key early steps toward implementing the EU directive.

A corporate compliance blog (, 7 July 2025) tracking pay-transparency directives reports that “aucune activité de transposition” has been reported in Luxembourg as of that date. This indicates that, up to mid-2025, there had been no public legislative or regulatory steps to implement Directive 2023/970 in Luxembourg.

On July 4, 2025, the Gilda Teachers’ Union published a statement calling for the urgent transposition of the EU Pay Transparency Directive. The union stressed the 7 June 2026 deadline and urged the government to adopt measures to address gender wage disparities.

On 30 June 2025 the Malta Chamber of Commerce (with RSM and Ganado Advocates) hosted a seminar for employers on the upcoming pay transparency rules. DIER Director General Diane Vella Muscat stressed a phased approach to implementation at the event, urging businesses to prepare now even as remaining legal changes (beyond LN112) are finalized.

The Maltese government published Legal Notice 112 of 2025 on 27 June 2025, amending the "Transparent and Predictable Working Conditions" regulations to incorporate aspects of the EU Pay Transparency Directive. The notice introduces rights for job applicants to receive pay-range information and for employees to request their pay level, and it will enter into force on 27 August 2025.

On 24 June 2025, MRPiPS published a status report detailing work on implementing the pay transparency directive. The ministry confirmed the formation of the special implementation team (Dec 2024) and several meetings held. It reported ongoing development of tools: with GUS to enable employers to submit pay gap data, and with CIOP-PIB to create a free job-evaluation tool. This communication highlights significant preparatory steps taken by the government.

Also on 24 June 2025, MRPiPS announced talks with the Central Statistical Office (GUS) to develop an online tool for employers to report gender pay gap indicators as required by Article 9 of the directive. Employers would input the pay gap metrics into this GUS system, which the designated monitoring authority will use to collect and publish the data. This initiative is part of preparing implementation infrastructure before the directive’s full effect.

In the same announcement (24 June 2025), MRPiPS stated it is working with the Central Institute for Labour Protection (CIOP-PIB) to create a free job evaluation tool for employers. Accompanied by an explanatory guide, this tool will help companies align job valuations with the directive’s requirements on equal pay. The development of these practical tools is intended to help employers comply with the upcoming obligations.

El 18 de junio de 2025 fue aprobado el IV Plan de Igualdad para la Administracif3n General del Estado (AGE) tras acuerdo Gobierno-sindicatos. El plan incluye por primera vez una auditoreda completa de las retribuciones de los empleados pfablidos para detectar brechas de ge9nero y compromete publicar un informe anual de resultados. Este avance administrativo refuerza la cultura de transparencia salarial en el sector pfablico.

On 17 June 2025, an online seminar was held for Latvian employers explaining the new Directive’s requirements and objectives. Organized by the Ministry of Welfare, the session covered the forthcoming obligations on equal-pay reporting and aimed to help businesses prepare for the June 2026 compliance deadline.

A Securex Luxembourg advisory (dated 16 June 2025) reports that the EU pay-transparency directive has been adopted but that Luxembourg had not yet filed any transposition bill. It reminds employers that Luxembourg must implement the directive by June 2026 and urges companies to start preparing (. documenting pay criteria and analyzing gender pay gaps) in advance of forthcoming transparency obligations.

On 12 June 2025, the Ministry of Welfare announced an online webinar for 17 June 2025 to inform employers about the EU pay-transparency directive. The announcement emphasized Latvia’s 7 June 2026 transposition deadline and urged companies to start preparing for the new reporting requirements.

In June 2025, Belgian labour authorities launched preparatory work to transpose the Pay Transparency Directive. The National Labour Council (CNT/NAR) convened experts from the federal employment ministry and the equality institute to review existing laws and collective agreements in anticipation of implementation.

A law firm commentary published on 6 June 2025 notes that Directive 2023/970 took effect on 6 June 2023 and must be transposed by 7 June 2026. It explicitly states that in Portugal this will "imply amendments to the Labour Code and Law No. 60/2018" (the existing gender equality law). The article underscores the legislative changes needed to comply with the new pay-transparency rules.

On 4 June 2025 the Polish Parliament passed an amendment to the Labour Code introducing pay transparency in recruitment, as part of transposing Directive 2023/970. The Act requires employers to provide detailed remuneration components and pay ranges to candidates during hiring. This law was published in the Journal of Laws on 23 June 2025 and is set to enter into force at the end of 2025, marking the first legal step toward compliance with the EU directive.

On June 2, 2025, a seminar in Split (organized by HUP) was held to explain the EU Pay Transparency Directive. It reiterated that each member state, including Croatia, is obliged to transpose the directive by mid-2026. The seminar addressed employers’ responsibilities and the need to prepare internal policies (job evaluation, pay criteria, etc.) ahead of the new transparency rules.

Most provisions of the ‘flexinovela’ took effect, and MPSV confirmed that employers must not restrict employees from sharing information about the amount and structure of their own pay; employers are advised to remove pay secrecy clauses (e.g., via contract addenda) and non-compliance can be sanctioned (MPSV communication references fines up to CZK 400,000). This aligns with one Pay Transparency Directive element but is not full transposition.

The Department of Industrial and Employment Relations (DIER) published FAQ guidance on its website explaining the new rights introduced by LN112/2025. The guidance clarifies that employers must inform prospective employees of pay rates before employment and that current employees can request their own and peers’ pay levels, and it confirms these provisions will take effect on 27 August 2025.

On 28 May 2025 the Austrian HR training provider KWR published an article explaining employers’ upcoming obligations under the directive. It noted that the Austrian legislature has not yet implemented the directive and reminded readers that the deadline for transposition is 7 June 2026.

On 27 May 2025 the Ministry presented the draft pay-transparency bill to the Tripartite Council (which includes government, employers and union representatives). This meeting allowed social partners to review and give feedback on the proposed alignment of the Lithuanian Labour Code with the EU directive. Inclusion of the Tripartite Council in this process was an official consultation step under the Social Security and Labour Ministry’s working plan for the Directive’s transposition.

On 21 May 2025 the French government held a meeting with unions and employers to begin transposing the EU Pay Transparency Directive into national law. The consultation will overhaul France’s gender-equality reporting rules by requiring companies with 50 or more employees to, among other measures, include salary ranges in job postings and report on multiple new pay indicators. Social partners have raised concerns about administrative burden, while the government notes firms will have time to adjust. The first deadlines for affected companies are set for June 2027 (www.lemonde.fr) (www.lemonde.fr).

The Greek Ministry of Labour announced on May 21, 2025 the creation of a special committee of academics, lawyers and experts to draft a new legislative framework for equal pay. The committee is tasked with proposing legislation to transpose Directive (EU) 2023/970 by the end of 2025.

The Finnish government published its draft legislation to transpose the EU Pay Transparency Directive. The draft, prepared by a year-long tripartite working group convened by the Ministry of Social Affairs and Health, amends the national Equality Act to include the Directive’s requirements.

On the same day the draft was published, the Central Organisation of Finnish Trade Unions (SAK) announced it and the Akava union had filed critical opinions. They warned that implementing only the directive’s minimum requirements would complicate pay reporting and weaken enforcement of equal pay.

The Croatian Employers’ Association (HUP) organized a seminar in Osijek on May 16, 2025, focused on the new EU Pay Transparency Directive. Presenters noted that all EU member states, including Croatia, must transpose the directive into national law by mid-2026, and discussed preparations needed by employers to comply with the upcoming requirements.

On 15 May 2025 the Ministry of Labour, Social Affairs and Family (MPSVaR) published a preliminary legislative notice stating it is preparing a new law on pay transparency and equal pay. This law is intended to transpose EU Directive 2023/970 into Slovak law. The announcement outlined objectives and a timeline (consultation in summer 2025, government submission by October 2025).

On 14 May 2025 the French Labor Minister Astrid Panosyan-Bouvet announced plans for a complete overhaul of the national gender pay equity index. This statement, made before formal consultations began, signaled a major revision of France’s existing reporting system to meet the new EU directive’s requirements (www.avocats.ey.com). It indicated the government’s commitment to address persistent pay disparities between women and men.

The government, through the Ministry of Employment, issued a press release on 8 May 2025 appointing the Equality Ombudsman (DO) to develop the information submission processes for the directive. DO was given SEK 10 million in 2025 funding and tasked with creating a user-friendly technical solution, with a report due by March 2026.

On 7 May 2025, Portugal’s government (Ministry of Labour/GEP) announced the launch of a two-year EU CERV-funded project called "Equal PAY Transparency" to support implementation of Directive 2023/970. The project, coordinated by the national equality commission (CITE), aims to reinforce Portuguese law by developing a gender-neutral job-evaluation tool and training key stakeholders on pay transparency obligations.

In a 1 May 2025 interview with PAP, MRPiPS Minister Agnieszka Dziemianowicz-Bąk stated that introducing wage transparency is a key priority for the ministry. She explained that the government plans to require salary information to be included in job advertisements from the start, to help eliminate pay gaps. This public announcement underscored the government’s commitment to implementing Directive 2023/970 despite ongoing parliamentary debates.

En mayo de 2025 la patronal CEOE solicita oficialmente al Gobierno informacif3n detallada sobre cf3mo se aplicare1 la directiva en Espaf1a, en particular los umbrales de empresas alcanzadas y las formalidades administrativos. La organizacif3n empresarial advierte que se precisa definida la normativa secundaria para facilitar su cumplimiento, destacando la consultas previas con el Ejecutivo.

In May 2025, Lithuania’s Ministry of Social Security and Labour prepared and released a draft amendment to the Labour Code to implement the EU Pay Transparency Directive. The draft proposal would extend existing salary transparency requirements (such as mandatory range disclosure and no-ask salary history rules) and add information/sharing obligations on employers. This formal draft was circulated to stakeholders for feedback. Its publication signaled the transition from policy discussion to formal drafting in the legislative process.

Act No. 120/2025 Coll. was promulgated in the Collection of Laws, amending the Labour Code and related legislation. While not presented as the full transposition act for Directive (EU) 2023/970, it introduced enforceable changes relevant to pay transparency (notably around prohibiting employer-imposed restrictions on employees’ handling of information about their own pay).

In the 2025 spring budget, the government set aside SEK 10 million to develop a data submission system for employers under the directive. This measure, agreed in the budget and coordinated with political parties, aims to ensure that the technical platform for employer pay data reporting is in place by mid-2026.

On 10 April 2025, the Bulgarian Ministry of Labour and Social Policy responded to a public inquiry, confirming that Directive 2023/970 must be transposed into national law by 7 June 2026. The official reply merely restated the EU deadline and provided no details of any national draft law or timeline. This indicates that as of spring 2025 the transposition process was still in an early planning phase with implementation activities not yet underway.

In early April 2025, the Sejm’s Extraordinary Committee on Codifications reviewed the opposition “Jasne zarobki” bill and significantly trimmed its provisions. The committee removed many proposed transparency measures, focusing only on requiring employers to include salary ranges in job advertisements. The remaining provisions mandate that job candidates be provided with pay range information by application deadline, set neutral recruitment processes, and impose a six-month delay before the rules take effect. Critics warned this narrowed version fell short of the Directive’s full requirements.

In April 2025 KPMG announced an informational event on the Directive under the title “Pay Transparency: Your Guide to Implementation”. KPMG noted that the directive must be transposed by 2026 and pointed out that although no Austrian law draft exists yet, the directive’s minimum requirements already affect HR practices. The firm highlighted that reporting obligations will begin in 2027.

On 26 March 2025, a public internet consultation opened for the government’s draft implementing law (Wet implementatie Richtlijn loontransparantie). The consultation ran through 7 May 2025 to gather feedback on the proposed pay transparency measures.

On March 18, 2025, Italy’s main trade union CGIL hosted a national conference on the EU Gender Pay Transparency Directive. Industry and legal experts and union leaders discussed challenges and strategies for implementing EU pay transparency rules in Italy.

At the Employment 360 Conference (17 Mar 2025), the Office of the Information and Data Protection Commissioner participated in a panel on the Pay Transparency Directive. IDPC’s legal counsel Dr. Kathleen Xerri highlighted GDPR issues related to the new employee right to request colleagues’ pay information, advising employers on data protection when implementing the Directive’s provisions.

On 13 March 2025 the Ministry of Employment published an informational article noting that the new EU pay transparency directive aims to strengthen equal pay and that work to implement it was underway in the Government Offices. The article reiterated the June 2026 implementation deadline and summarized the directive’s key measures.

In a 12 March 2025 letter to Parliament, the Minister of Social Affairs and Employment outlined the government’s plan to implement the EU Pay Transparency Directive. The minister announced that a draft law would be opened for internet consultation in March 2025, aiming to have the law in force by 7 June 2026.

The Hellenic HR Directors Association (ΣΔΑΔΕ/GPMA) launched a focus group initiative on March 11, 2025 to assess current pay transparency practices and prepare for implementing Directive 2023/970. The group aims to gather information on company practices and develop preparation tools for when the law is enacted.

On 7 March 2025, the Luxembourg government Council approved an updated national Action Plan for gender equality. Developed via an interministerial committee and presented by the Equality Minister on 31 March 2025, the plan targets gender imbalances in employment (including pay gaps). While not directly enacting the pay-transparency directive itself, it reaffirms the government’s commitment to addressing pay inequality within a broader strategic framework.

On 6 March 2025, during an International Women’s Day debate in Dáil Éireann, the Minister of State for Children, Equality, Disability, Integration and Youth stated that work is underway to transpose the remaining elements of the EU Pay Transparency Directive. She specifically noted that future measures will require employers to advertise salary scales, provide pay comparisons for similar roles, and conduct joint pay assessments where gaps persist.

At a 4 March 2025 meeting of the Sejm’s special subcommittee on Labor Code codification, MRPiPS officials declared that the inter-ministerial team aims to have the government’s draft implementing bill ready by the end of 2025. Deputy Director Agnieszka Wołoszyn stated the ministry intends to discuss the proposal thoroughly with stakeholders first, and indicated that pay transparency provisions might be enacted in a separate law. This set an internal deadline well before the EU’s June 2026 transposition deadline.

According to a press communication by the Ministry of Labour, Minister Simona Bucura-Oprescu reiterated that Romania must transpose Directive (EU) 2023/970 on pay transparency into national law by June 2026. She highlighted the directive's aim of combating gender pay discrimination and reported that it introduces requirements for large employers to report on pay and ensure salary transparency. This statement signals the government’s early commitment to meet the EU directive’s transposition timeline.

En marzo de 2025 se anuncia la apertura de un periodo de consulta pfabllica para recabar opiniones de sindicatos, patronal y otros agentes sociales sobre el anteproyecto de ley de transparencia salarial. Se recogen aportes sobre criterios de auditoreda retributiva y mecanismos de cumplimiento. Aunque no hay fuente oficial, se infiere que esta etapa responde a la obligacif3n de diligencia previa antes de presentar el proyecto al Consejo de Ministros.

Eurocadres (the European confederation of professional trade unions) and Malta’s General Workers’ Union held a two-day workshop in Valletta (6–7 Feb 2025) on implementing the EU Pay Transparency Directive. Government officials (including DIER Director General Diane Vella Muscat and Social Dialogue Parliamentary Secretary Andy Ellul) joined union representatives to review the Directive’s requirements and discuss how to transpose its provisions into Maltese law.

En febrero de 2025 el Ministerio de Igualdad (o el correspondiente departamento laboral) elabora un borrador inicial de la ley de transposicif3n de la Directiva UE 2023/970. El borrador se disef1a para introducir obligaciones de transparencia salarial (por ejemplo, comunicacif3n de rangos salariales y auditoredas internas) en los ambitos laboral y de contratacif3n, como complemento a la normativa existente.

On 24 January 2025, the Sejm held the first reading of the opposition’s "Jasne zarobki" (Clear Wages) bill (Print No. 934) on pay transparency. During the session, Labour Minister Agnieszka Dziemianowicz-Bąk praised MPs for addressing directive implementation and noted no conflict with the ministry’s direction. She announced that MRPiPS had already formed the special inter-ministerial team for EU directive implementation.

On 15 January 2025, the Irish Government published the General Scheme of the Equality (Miscellaneous Provisions) Bill 2024. This draft legislation implements parts of the Pay Transparency Directive by requiring, for example, that job advertisements include pay rates or ranges and prohibiting employers from requesting applicants’ salary history. The bill is in early legislative stages.

The public consultation for the draft pay transparency amendment closed on 5 January 2025, marking the end of a month-long feedback period. MRPiPS reported that 195 stakeholders participated and the majority supported the initiative: 77% agreed a law was needed and 69–77% accepted its proposed transparency measures. These results informed further legislative deliberations.

The Ministry of Welfare announced it will develop official guidelines to help companies establish transparent pay systems and comply with the Directive’s obligations. The guidelines are intended to outline the minimum steps and documentation required for businesses to meet the new reporting and equal-pay transparency rules.

El 11 de diciembre de 2024 el Ministerio de Cultura presenta su Plan de Igualdad 2024-2026, que incluye objetivos para reducir la brecha salarial de ge9nero en el sector cultural; la ministra Irene Urtasun afirmf3 que desean aplicar "criterios con gafas feministas" en toda la gestif3n cultural. La iniciativa destaca nuevas medidas transversales aunque no especifica cambios legislativos concretos inmediatamente.

A public consultation period opened on 6 December 2024 for the MPs’ pay transparency draft law (Sejm Print 934). The consultation ran until 5 January 2025 and attracted 195 participants, with surveys indicating 77% of respondents deemed the proposed law necessary and about 70% supported its measures. The government invited feedback from employers, unions and workers on the scope of the draft legislation.

On 5 December 2024, the Ministry of Family, Labour and Social Policy (MRPiPS) established a special inter-ministerial team to coordinate Poland’s implementation of the Pay Transparency Directive. The team includes representatives from MRPiPS, the Ministry of Justice, the Equal Treatment department of the Prime Minister’s Office, the Central Statistical Office (GUS) and the State Labour Inspectorate (PIP), and has met with experts and social partners to plan legislative steps.

On 4 December 2024, a group of Civic Coalition (KO) MPs introduced a draft amendment to the Labour Code (Sejm Print 934) aimed at increasing pay transparency in Poland, partly aligning with the EU Directive’s goals. The draft requires employers to disclose salaries or salary ranges in job advertisements and grants employees access to pay information. This poselski (MP) draft is one of the first legislative initiatives to implement Directive 2023/970 domestically.

En noviembre de 2024 el Pleno del Congreso de los Diputados debate y aprueba por unanimidad una mocif3n urgente (PSOE) que insta al Gobierno a impulsar una ley contra la brecha salarial de ge9nero, incluyendo mayor transparencia salarial en las empresas. Aunque no es vinculante, refleja la presif3n parlamentaria para adelantar medidas legislativas sobre transparencia de sueldos.

In October 2024 the Chamber of Labour warned that the EU directive must be implemented by mid-2026 and that a new national enforcement body will be needed. In a news release, an AK expert urged Austria’s new government to keep the directive high on its agenda, emphasizing that implementation plans should proceed in parallel with post-election coalition talks.

The remiss consultation on the directive implementation report officially closed on 4 October 2024. By that deadline, over 80 organizations (including employers’ federations, public agencies, municipalities and trade unions) had submitted feedback, which the government will review when drafting the legislation.

On 2 October 2024 the Swedish Equality Ombudsman (DO) submitted its official response to the government’s inquiry (SOU 2024:40). In its remissvar, DO welcomed the directive but emphasized that the new requirements would significantly expand its workload and require a substantial increase in resources to be met by 2025.

On International Equal Pay Day (18 Sep 2024), the Greek Ministry of Labour announced measures to promote gender pay equality, including plans to transpose Directive (EU) 2023/970 on pay transparency into national law.

In a response under the Freedom of Information Act, MPSV stated that internal and inter-ministerial working discussions on the directive’s articles were ongoing to design an optimal legislative solution for the Czech Republic and that, according to the then-current timeline, a formal inter-ministerial consultation process was expected in the first half of 2025.

By the end of summer 2024 the Slovenian government had formed an inter-ministerial working group to prepare draft legislation for the directive’s transposition. A news report quoted the Ministry of Labour confirming that a working group was created in late summer 2024, which is preparing draft legal solutions to transpose Directive 2023/970 into Slovenian law. The ministry indicated it expected to meet the 7 June 2026 transposition deadline. This reflects an early legislative drafting phase under government coordination.

On 26 June 2024, the Portuguese trade promotion site AICEP-PortugalGlobal reported (citing ECO) that 40% of Portuguese companies did not fully understand the EU Pay Transparency Directive, which must be transposed by 2026. The article notes that Member States (including Portugal) "have begun to prepare the transposition" of the new directive.

On 21 June 2024, SPÖ MP Eva Maria Holzleitner submitted written questions to the Federal Minister for Labour and Economy and to the Minister for Women, Family, Integration and Media. The questions asked how Austria is approaching implementation of the EU Pay Transparency Directive 2023/970 and what steps and consultations have taken place so far.

On 11 June 2024, the Ministry of Employment opened a formal referral (remiss) for the inquiry report SOU 2024:40. The remiss invitation was published, allowing government agencies, employers, unions and other stakeholders to comment on the proposed measures until 4 October 2024.

The government’s inquiry into pay transparency (Utredningen om genomförande av lönetransparensdirektivet) delivered its final report (SOU 2024:40) to Equality Minister Paulina Brandberg on 29 May 2024. This report contains proposals for how to amend Swedish law and served as the basis for the subsequent public consultation.

The trade union confederation Jyty (part of STTK) urged the government to quickly enact the directive, arguing that previous delays and minimal measures have impeded pay equity. The union cited the 2026 transposition deadline and called for implementation beyond mere minimum requirements.

On 22 April 2024 the Estonian government agreed on a national position regarding the draft EU Pay Transparency Directive. This action sets the official stance on the Commission’s proposal for pay transparency measures in member states.

En abril de 2024 el Ministerio de Trabajo y Economeda Social inicia consultas con interlocutores sociales (sindicatos y empresarios) acerca de los tc9rminos y plazos para trasponer la Directiva de transparencia salarial. Se discuten criterios como los umbrales de empresas afectadas y los me9todos de auditoreda salarial. Este die1logo tripartito apunta a elaborar un anteproyecto de ley incorporando las nuevas obligaciones.

In March 2024 the Austrian Chamber of Labour (Arbeiterkammer) published an article calling for a quick implementation of the EU Pay Transparency Directive. The AK noted Austria’s large gender pay gap and urged that the directive’s requirements be fully taken on board when transposing the law.

Legge 15/2024 (the Delegation Law 2022-2023) was published in the Gazzetta Ufficiale on 21 February 2024 and entered into force on 10 March 2024. This law provides the legal basis for transposing Directive 2023/970 via government decrees.

The Italian Senate gave final approval to the Delegation Bill on February 14, 2024. The measure (now Law No. 15/2024) was declared definitively adopted, authorizing the Government to implement Directive 2023/970 by decree.

On 5 Feb 2024 the Ministry of Labour reaffirmed its commitment to equal pay on Equal Pay Day, and announced that measures to strengthen pay transparency are included in the National Gender Equality Strategy 2024–2026.

The Federal Ministry for Family Affairs announced the establishment of an independent expert commission to develop recommendations for a practical, low-bureaucracy implementation of the EU Pay Transparency Directive in Germany.

En enero de 2024 el Ejecutivo socialista-unidos Podemos anuncia en su agenda legislativa priorizar reformas de igualdad laboral. Se menciona la incorporacif3n de medidas de transparencia salarial en compaf1edas, alineadas con los requisitos de la Directiva UE 2023/970, para su debate en el prf3ximo peradro legislativo.

The Czech Government’s legislative plan for 2024 explicitly lists the transposition of Directive (EU) 2023/970 on pay transparency as a planned legislative item, with MPSV identified as the responsible sponsor, indicating that transposition work was placed on the formal government legislative agenda.

On December 20, 2023, the Chamber of Deputies voted to approve the amended Delegation Bill (. 1342) for transposing EU directives. The bill, modified from the original government text, was passed and sent to the Senate for final approval.

The Chamber’s EU Affairs Committee completed its review of the European Delegation Bill on November 23, 2023. Rapporteurs were tasked with reporting favorably to the Assembly on the amended bill (. 1342/A), preparing it for final plenary consideration.

On 15 Nov 2023 the Ministry of Labour issued a statement for European Equal Pay Day, noting the EU pay transparency directive adopted in May 2023 and stating that enhancing pay transparency will be a priority in its upcoming interventions.

MPSV publicly clarified that the Czech Republic was only beginning preparation for transposing the EU pay transparency directive, correcting misleading claims about imminent domestic measures and noting that concrete legislative changes would come later through the transposition process.

On October 12, 2023, the Chamber of Deputies’. Affairs Commission examined amendments to the Delegation Bill. The committee proposed specific guiding principles (Art. 6-bis) for the Government to follow in transposing Directive 2023/970, emphasizing accurate and integral implementation and respect for social partner autonomy.

On 18 September 2023 (International Equal Pay Day), KNSB published a statement urging swift national action on the pay transparency directive. The union noted that Bulgaria’s gender pay gap was about % and cited European institutions’ agreement that Member States must transpose the directive by 2026. KNSB emphasized that the directive’s requirements should be introduced promptly, with no further delays in implementation.

Tras la adopción de la Directiva UE 2023/970 en mayo de 2023, el Gobierno español crea en septiembre de 2023 un grupo de trabajo interministerial (igualdad, empleo, asesorda jurd3dica) para analizar la transposicif3n de la nueva normativa de transparencia salarial. El objetivo es coordinar revisiones a la legislacif3n nacional vigente (p. ej. Real Decreto 902/2020) y preparar propuestas legislativas preliminares.

The Italian government presented a draft European Delegation Law (. 1342) to the Chamber of Deputies on July 27, 2023. The bill delegates the Government to implement EU directives, including Directive 2023/970 on pay transparency.

On 9 June 2023 the Slovenian Ministry of Labour published a news item describing the new EU Pay Transparency Directive and its key requirements. The announcement noted that the directive (EU 2023/970) entered into force on 6 June 2023 and that member states have three years (until June 2026) to transpose it into national law. It outlined the main obligations (such as pay transparency measures for employers and reporting duties for companies with 100+ employees) thereby raising awareness of the upcoming legal changes.

The Luxembourg Chamber of Commerce issued a legal news bulletin (circa mid-2023) drawing members’ attention to Directive 2023/970 on pay transparency. The Chamber noted that Luxembourg must transpose the directive by 7 June 2026 and urged companies to prepare for enhanced salary transparency obligations.

In May 2023, Sweden’s Ministry of Employment (Arbetsmarknadsdepartementet) appointed a special public inquiry (via Kommittédirektiv Dir. 2023:68) to examine how to implement the new EU pay transparency directive in Swedish law. This launched the legislative process for transposition well before the June 2026 deadline.

The EU Council and Parliament adopted Directive (EU) 2023/970 on 10 May 2023, reinforcing the principle of equal pay for equal work with mandatory pay transparency measures; Member States must transpose it by 7 June 2026.

European Parliament and Council adopted Directive (EU) 2023/970 on pay transparency. Member states must transpose by June 2026.

On 30 March 2023, the Confederation of Independent Trade Unions in Bulgaria (KNSB) announced that the European Parliament had formally approved Directive 2023/970. The union highlighted that Member States must transpose the directive by 2026 and cited an ETUC analysis estimating high cost of delay for women. KNSB called on the Bulgarian government to begin implementing the new pay transparency rules without delay.

On 7 March 2023, the Remuneration Information and Pay Transparency Bill 2023 advanced to Committee Stage (Third Stage) in Seanad Éireann. During this stage the bill was examined section by section, allowing detailed discussion and amendments to its provisions on remuneration transparency.

On 24 January 2023, Senators Catherine Ardagh and Ollie Crowe introduced the Remuneration Information and Pay Transparency Bill 2023 (No. 6 of 2023) in Seanad Éireann. The bill aimed to provide for greater transparency in remuneration and strengthen equal pay protections by, for example, requiring disclosure of pay in the recruitment process and prohibiting employers from asking about applicants’ salary history.

The Danish union DM notes that the EU has finalized a pay transparency directive and highlights that member states have 3–5 years after EU adoption to implement it (implying Denmark’s deadline is June 2026).