Pay Transparency: first gender pay gap report due for employers with 150+ employees
225 days from today
Date note: Transposition deadline was 2026-06-07; many Member States (incl. Latvia, Poland, Germany, France) were late, so national dates may shift slightly. Employers with 100-149 staff report first by 2031-06-07
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What changes
Directive (EU) 2023/970 requires employers to publish pay ranges before job interviews, stop asking candidates about salary history, give workers the right to ask about average pay by category, and – for employers with 150 or more staff – report gender pay gap figures for 2026 by June 2027 (250+ annually, 150-249 every three years). Gaps above 5% without objective justification trigger a joint pay assessment.
Who is affected
All employers for the transparency rights; medium and large employers with 100+ workers for pay-gap reporting.
Sizes: medium, large · Sectors: All sectors · Applies if: We employ staff
What to do
Set up objective, gender-neutral job categories and pay bands. Add pay ranges to job ads or provide them before interviews and remove salary-history questions. Employers with 150+ staff: prepare 2026 payroll data by gender and category for the June 2027 report and check the national law of your country for the exact reporting format.
Penalty
Set nationally; includes fines and compensation claims with reversed burden of proof
Directive (EU) 2023/970, Arts. 5 and 7 (transposition deadline: Art. 34). These baseline duties carry no employer-size threshold, unlike Art. 9's gender-pay-gap-report duty, which only binds employers with 100+ staff (see pay-transparency-first-gender-pay-gap-report).
Every employer with at least one worker in an EU country, including micro and small companies — unlike the gender-pay-gap-reporting duty, these baseline duties are not limited to larger employers.