Interactive diagnostic
Compensation · Compliance
EU Pay Transparency Directive Diagnostic
A five-question diagnostic for Directive (EU) 2023/970: what applies to your headcount, where each country sits, and what to fix first.
Correct as of July 2026
What this is
Directive (EU) 2023/970 requires EU employers to be transparent about pay in job ads, to workers who ask, and (above a headcount threshold) in public gender pay gap reports. It supplements equal-pay law under Article 157 TFEU.
Adopted May 2023. Entered into force June 2023. National transposition deadline: 7 June 2026 (now passed). First gender pay gap reports due: 7 June 2027 for 150+ headcount employers.
The six core requirements
- Pay transparency in recruitment (range + no salary-history questions)
- Workers' right to pay information (respond within 2 months)
- Gender-neutral pay structures / job architecture
- Gender pay gap reporting (headcount-gated)
- 5% unjustified gap triggers joint pay assessment
- Remedies: burden of proof, back pay, uncapped damages
Correct as of July 2026. This tool applies the EU-wide minimum requirements. Your actual obligations depend on your specific country's national law, which may be stricter, or on a different timeline, and several countries are still finalising theirs. Treat this as a compliance-readiness guide, not legal advice - check your national legislation before acting on it.
Compliance readiness check
Important
Correct as of July 2026. This tool applies the EU-wide minimum requirements. Your actual obligations depend on your specific country's national law, which may be stricter, or on a different timeline, and several countries are still finalising theirs. Treat this as a compliance-readiness guide, not legal advice - check your national legislation before acting on it.
1.How many people do you employ across the EU?
2.Where do you have employees?
Select every country where you employ people. Include non-EU locations (e.g. UK) if relevant - we will show where the Directive applies and where it does not.
3.Do your job ads currently show a salary range?
4.Do you still ask candidates about their current or past salary?
5.Do you have a structured job architecture (defined levels/job families with clear pay bands)?
0 of 5 answered
Country status snapshot
Transposition across the 27 member states as of July 2026. Status moves roughly monthly. Your obligations follow national law, which can be stricter than the Directive floor.
Fully in force
Met the June 2026 transposition deadline.
- Italy
- Slovakia
- Lithuania
- Malta
Partially in force
Some provisions already live; remaining rules still pending.
- Poland
- Czechia
- Belgium
Delayed, with a target date
Draft legislation exists; many targeting 1 January 2027.
- France
- Netherlands
- Denmark
- Finland
- Spain
- Ireland
- Romania
- Bulgaria
- Latvia
- Cyprus
No public draft yet
Still waiting on published national drafts.
- Germany
- Austria
- Portugal
- Luxembourg
- Hungary
- Estonia
- Greece
- Croatia
- Slovenia
Outlier
Paused or seeking renegotiation rather than transposing on the usual path.
- Sweden
Reporting thresholds (Directive floor)
| Headcount | Frequency | First report due |
|---|---|---|
| Under 100 | Not required by the Directive (some countries go lower) | - |
| 100-149 | Every 3 years | 7 June 2031 |
| 150-249 | Every 3 years | 7 June 2027 |
| 250+ | Annually | 7 June 2027 |
More open resources
Other free templates and diagnostics from Open Org.
A Guide to the EU Pay Transparency Directive
One-page guide: six requirements, reporting thresholds, country status, and what to do now.
Compensation Philosophy Template
Document how you pay people before you open ranges and reports.
Open Culture Framework
Score how open you are on pay and related transparency areas.
Transparency Charter Template
Define what you share internally vs externally, including pay.
Open Org EU Pay Transparency Directive Diagnostic. Not legal advice. Adapt for your organisation.