EU Pay Transparency Directive
Are you ready to comply?
The EU Pay Transparency Directive is coming. Deloitte helps organisations assess their readiness, develop and implement a robust pay equity strategy, and achieve compliance.
What is the EU Pay Transparency Directive (EUPTD)?
The EUPTD aims to improve equal pay and reduce the gender pay gap by setting core requirements for pay transparency and reporting across all EU Member states. Member states must implement these minimum requirements into local laws by June 2026, though they may choose to go further. In short:
- Aims to improve equal pay laws and reduce the gender pay gap.
- Affects organisations with employees in EU member states (regardless of headquarters).
- Key requirements: Pay band disclosure to job seekers, ban on salary history questions in interviews, right to information on individual and average pay levels by sex, ban on pay secrecy, equal pay for equal work, mandatory gender pay gap reporting for employers with 100+ workers, remediation for unjustified pay gaps of 5% or more.
- Deadline for transposition into local law: 7 June 2026. Reporting commences in 2027.
- Not applicable for UK workers (following Brexit) but relevant for UK employers which have workers in an EU member state (or UK employers wishing to align with EU requirements for consistency/ best practice).
EUPTD progress in select member states
EUPTD progress in select member states
Several EU member states have already begun their local law implementations (in various ways) and momentum will increase as the June 2026 deadline nears. Hover below for country specific updates.
EUPTD progress in select member states
Several EU member states have already begun their local law implementations (in various ways) and momentum will increase as the June 2026 deadline nears. Hover below for country specific updates.
