EU bekräftar återigen att genomförandet inte försenas – och uppdatering om implementeringen i Polen

Det här året förväntar vi oss stora förändringar inom lönetransparensområdet. EU har tydligt bekräftat att lönetransparensdirektivet ska vara implementerat i samtliga medlemsländer senast i juni 2026, utan undantag eller förseningar. Vi förväntar oss även att den svenska regeringen inom kort, förhoppningsvis redan i januari, presenterar en proposition med detaljerade förslag på hur direktivet ska införlivas i svensk lagstiftning – något vi ser fram emot. Vi kommer att hålla er uppdaterade så snart ny information om detta finns tillgänglig.

Med drygt 100 arbetsdagar kvar innan de nya transparenskraven träder i kraft är det hög tid för arbetsgivare att påbörja eller intensifiera sina förberedelser för att säkerställa fullständig efterlevnad av de kommande reglerna. 

Europeiska kommissionen bekräftar att det inte blir någon försening av lönetransparensdirektivet

Strax före julledigheten meddelade Europeiska kommissionen att de förväntar sig att samtliga EU-medlemsstater implementerar lönetransparensdirektivet senast i juni 2026. Detta klargörande kom som svar på en fråga från en ledamot i Europaparlamentet, efter att Nederländerna indikerat att de planerar att skjuta upp genomförandet till januari 2027. Liknande spekulationer om förseningar och förändringar har även förekommit i samband med andra direktiv, såsom direktivet om hållbarhetsrapportering.

Kommissionen betonade i sitt uttalande att:

“The Commission reaffirms that the Pay Transparency Directive is instrumental for the full realisation of the right to equal pay for the same work or work of equal value between women and men and remains fully committed to its effective and timely implementation. It expects all Member States to transpose the Directive by the deadline of June 2026…”

Vidare framhöll kommissionen det stöd som erbjuds till nationella regeringar och andra parter för att underlätta genomförandet. Detta inkluderar en längre implementeringstid än vad som vanligtvis ges, samt omfattande förberedande arbete från kommissionens sida, såsom konsekvensbedömningar och insamling av synpunkter från intressenter.

Med anledning av ovan kan vi utgå från att medlemsländerna kommer att anta nödvändig lagstiftning i tid för att möta tidsfristen i juni 2026. Samtidigt bör arbetsgivare vara medvetna om att den nationella lagstiftningen kan komma sent och eventuellt inte tillföra mycket mer detaljer än vad som redan framgår av direktivet. Detta innebär att arbetsgivare bör påbörja sina förberedelser omedelbart, även innan den svenska lagstiftningen är på plats.

Polens genomförande av lönetransparensdirektivet – viktiga uppdateringar

Våra kollegor har försett oss med uppdaterad information om implementeringen av lönetransparensdirektivet i Polen. De har sammanställt en översikt, vänligen se nedan.  

On 16 December 2025, the Polish government published draft legislation, which aims to enhance pay transparency and strengthen the principle of equal pay. This draft bill, largely independent of the existing Labour Code, introduces substantial new obligations for employers and is set to come into force on 7 June 2026.

Key Highlights of the Draft Legislation

The proposed regulations introduce several critical changes, at times beyond what the Directive proposes, moving beyond simple compliance to demand a more transparent and equitable approach to remuneration.

1. Significant role of trade unions and employee representatives

Under the proposed regulations, employers will be required to cooperate with trade unions and employee representatives on several important issues:

• establishing criteria and sub-criteria based on which the employer determines work of equal value requires consultation with the trade union,
• establishing specific categories of employees requires consultation with the trade union,
• confirming the accuracy of the information contained in the pay gap report requires consultation with the trade union,
• verification of the premises for joint assessment of remuneration and conducting a joint assessment of remuneration requires consultation with the trade union/employee representatives.
• if the employer cannot prove that the gender pay gap is based on fair, objective, and gender-neutral reasons, it will be assumed that the pay gap is unfair. However, if the employer and the trade union or employee representatives agree that the pay gap is justified, this assumption does not apply.
• if the employer and the trade union or employee representatives cannot agree on how to fix an unfair gender pay gap, it will be assumed that the employer has not taken proper steps to address the issue.
• implementation of actions resulting from a joint assessment of remuneration after consultation with the trade union/employee representatives.

In the event of a conflict between the employer and the trade union/employee representatives, the above solutions may significantly hinder the performance of new obligations.

2. Enhanced Pay Transparency for Employees

One of the key differences is that employers are required to respond to employee pay transparency requests within 30 days of receiving a request (2 months stated in the Directive). These requests include the right to request information on their individual salary level and average salary levels broken down by gender for comparable roles. Employers must define and make accessible the criteria for determining remuneration, pay levels, and increases. In the case where an employer has fewer than 50 employees, they must provide the information within 14 days of receiving an employee request. Further, employers must annually remind their employees of their right to request this information.

3. Mandatory Job Evaluation Frameworks

Employers will be required to assess the value of different job types or positions based on objective, gender-neutral criteria. These criteria must include skills, effort, scope of responsibility, and working conditions, or any other relevant criteria or sub-criteria.

4. New Pay Gap Reporting Obligations

Mandatory reporting for employers with 100 or more employees, covering the previous calendar year. Number of employees employed in a calendar year is determined by converting employees into full-time equivalents. Temporary workers are to be included in this number. The first reports will be phased. For employers with 150+ employees: first report covering the period 7 June 2026 – 31 December 2026, is due by 7 June 2027. Where there are 100-149 employees, first report for the previous calendar year, due by 7 June 2031. Reporting is voluntary for employers with fewer than 100 employees. Reports must be shared with employees, trade unions, and relevant state bodies within 14 days of request.

5. Joint Remuneration Assessment and Remedial Action

If a gender pay gap is identified at a level of at least 5% in any category of employees cannot be justified by objective, gender-neutral criteria and no effective remedial measures have been taken to address the unjustified pay gap employers will be required to conduct a joint assessment of remuneration. After conducting the assessment, it informs the employees, the trade union/employee representatives, and the monitoring body of its results within 14 days of the completion of the joint remuneration assessment. When implementing actions resulting from the joint remuneration assessment, the employer is required to take effective remedial action within no more than 8 months from the date of receiving the information from the joint remuneration assessment.

6. Increased Penalties and Burden of Proof

Poland have introduced fines for failure to comply with the new obligations. These fines range from PLN 3,000 to PLN 50,000. The existing reversal of the burden of proof in discrimination cases will continue, meaning employers will need to demonstrate that no discrimination occurred if a claim is brought.

We hope this summary is useful. As is evident from the summary, the draft has interesting variations, and perhaps sometimes more demanding requirements the Directive. 

Vi vill gärna vara en del av er resa mot att uppfylla de nya reglerna och finns här för att hjälpa till. Tveka inte att höra av er till oss!