Is Your Organisation Ready for Pay Transparency?
Only 9% of EU employers have a strategy. 7 questions covering job evaluation, salary disclosure, pay gap reporting, and the 5% threshold. 2 minutes.
Do you have a documented job evaluation methodology that assesses roles using skills, effort, responsibility, and working conditions — independent of market rates?
What does the Directive require?
The EU Pay Transparency Directive (2023/970) requires all EU employers to disclose salary ranges to candidates before the interview (Article 5), respond to employee pay data requests within two months (Article 6), and produce gender pay gap reports by worker category (Article 7).
If the gap in any worker category exceeds 5% and cannot be justified with objective, gender-neutral criteria, a joint pay assessment with employee representatives is mandatory (Article 9). The burden of proof shifts to the employer (Article 17).
Member States must transpose the Directive by June 7, 2026. No EU country is expected to meet this deadline — but the requirements are known now, and employees can exercise their rights from day one.
Built by Blend Training
Our pay transparency course puts you in the HR Director's chair when a candidate asks for the salary range and an employee discovers a 22% gap. Practice the conversations before the law makes them mandatory.