EU Pay Transparency Checker
Find out exactly what the EU Pay Transparency Directive (2023/970) asks of your organisation, sized to your headcount. Member states had to transpose it by 7 June 2026; the first pay-gap reports land from 2027, and job candidates can already ask for the salary range. Pick your employee count to see your reporting deadline, the pay-range rules, and a readiness checklist.
Check your obligations
Applies to every employer, regardless of size: give a pay range to candidates before interview, do not ask salary history, keep job criteria gender-neutral, and let staff request average pay by sex for comparable work.
Who must report, and when
| Employer size | First report due | Then |
|---|---|---|
| 250+ employees | 7 June 2027 | Every year |
| 150–249 employees | 7 June 2027 | Every 3 years |
| 100–149 employees | 7 June 2031 | Every 3 years |
| Under 100 | No EU duty | Member states may require |
Transposition by country
A directive sets the rules but takes effect through each country’s own implementing law. Member states had to transpose Directive 2023/970 by 7 June 2026; most missed it. Crucially, the reporting deadlines (first reports from 2027) do not move with a late transposition, and the Commission can open infringement proceedings against states that are behind. Snapshot as of 2026-06-19:
Already-enacted implementing laws
| Country | Implementing law | Status |
|---|---|---|
| Italy | Legislative Decree 96/2026 | Published 1 June 2026, in force 7 June 2026. |
| Slovakia | Act 76/2026 Coll. (Equal Pay Act) | Approved April 2026, in force 7 June 2026. |
| Lithuania | Law XV-969 (Labour Code amendments) | Enacted May 2026, most provisions in force 7 June 2026. |
| Malta | Legal Notice 173 of 2026 | Implements the directive into Maltese law. |
This is a fast-changing snapshot, not legal advice — always confirm against your member state’s implementing law, which may set stricter rules or earlier dates than the directive’s minimum.
Tools that help with EU compliance
Partner · we may earn a commissionFrequently asked questions
Yes. Pay transparency for applicants (a pay range before interview, no salary-history questions) and the right of employees to request average pay data by sex apply to employers of all sizes. Only the gender pay-gap reporting duty is based on headcount.
Employers with 250+ employees report by 7 June 2027 and then annually. Employers with 150–249 report by 7 June 2027 and then every three years. Employers with 100–149 report from 7 June 2031 and then every three years. Below 100 employees there is no EU-wide reporting duty.
Employers must give applicants the initial pay level or pay range for the position, either in the vacancy notice or before the interview. Employers may not ask about a candidate’s pay history.
If a category of workers shows a gender pay gap of at least 5% that the employer cannot justify on objective, gender-neutral grounds and does not fix within six months, the employer must run a joint pay assessment with workers’ representatives.
Member states had to transpose Directive (EU) 2023/970 into national law by 7 June 2026. As of mid-2026 only a few (such as Italy, Slovakia, Lithuania and Malta) met the deadline, while large economies like Germany, France, Spain and the Netherlands were still finalising their laws. The directive itself is not delayed: the first reports are still due from 2027, and late states risk EU infringement proceedings. See the transposition snapshot above and check your member state’s implementing law.