Last updated on 15 July 2026.
The EU Pay Transparency Directive, which was approved in June 2023, was developed to close the 12.7% gender pay gap across the European Union. The Directive establishes a clear framework for EU Member States to apply the principle of equal pay for equal work or work of equal value.
EU Member States had until 7 June 2026 to transpose the Directive’s requirements into law. Just four of the 27 Member States — Slovakia, Italy, Lithuania, and Malta — met the deadline. Trusaic’s Transposition Monitor resource, which includes an interactive status map that can be filtered by hovering, tracks the latest developments as the remaining 23 Member States work toward transposing the Directive.
Transposition Monitor by Member State
Explore in-depth requirements outlined by the EU Directive
Transposition Stage
-
Full transposition
-
Draft published
-
Official Initial steps announced
-
No activity on official government sites announced
| Country | Status | Draft Legislation | Final Legislation | Effective Date | Guide | Blog |
|---|---|---|---|---|---|---|
| Austria | On 6 June 2026 the Austrian Labour Minister Korinna Schumman sent draft legislation for the implementation of the EU Pay Transparency Directive to the government’s political coordination (politische Koordinierung der Regierung) under heavy criticism from social partners. While the Ministry has incorporated feedback from social partner discussions into the draft, no agreement or compromise on the draft was reached. Sharp criticism has arisen in particular from the Chamber of Commerce (WKÖ), the Federation of Austrian Industries, and the ÖVP Economic Association over the Minister’s decision to move the draft forward for coordination due to concerns over the administrative burden posed by the draft. In contrast, the SPÖ, the Greens, the Federation of Trade Unions and the Chamber of Labour are pushing for a rapid implementation of the Directive, raising concerns by critics that the government may use fast-track procedures.
Next steps: The draft has entered an internal political coordination stage involving negotiation between governing parties. Once it becomes a formal Ministerial Draft (Ministerialentwurf), it will enter public consultation.
|
Pending | No | TBD | Guide | Blog |
| Belgium | Despite recent EU Commission statements that it is not open to such requests, Belgium (Federal) has requested a six-month extension from the Commission to transpose the Directive due to stalled negotiations with the National Labour Council. Specific concerns:
Belgium Flemish Region: On 12 June 2026 the Flemish Parliament ratified and promulgated a partial transposition of the Directive, applicable to the public sector in Flanders, following the lead of the French Community, which previously partially transposed for its public sector. Belgium (French Community): Right to Information and General Pay Transparency requirements transposed for the public sector in the French Community.
|
Pending | No | TBD | Guide | Blog |
| Bulgaria | On 19 May 2026 a draft transposition entered public consultation, which will last through 18 June.
|
Yes | Pending | TBD | Guide | |
| Croatia | Announcement Pending |
No | No | TBD | Guide | |
| Cyprus | The Labor Relations Department in November 2025 released “The Strengthening of the Implementation of the Principle of Equal Remuneration between Men and Women for Equal Work or Work of Equal Value, through Wage Transparency and Enforcement Mechanisms Law of 2026.” Comments on the draft bill were available until 4 December 2025. It targets a full transposition by the 7 June 2026 deadline. |
Yes | Pending | TBD | Guide | Blog |
| Czech Republic | On 16 March 2026 the Ministry of Labour and Social Affairs introduced Czechia’s draft law to transpose the Directive. The draft targets a 1 January 2027 implementation date with first pay gap reporting beginning in 2028. A partial transposition covering a ban on salary history inquiries has already been implemented. |
Yes | Pending | January 2027 | Guide | Blog |
| Denmark | On 26 February 2026 Denmark released its draft legislation to transpose the EU Pay Transparency Directive. It plans to implement it into law 1 January 2027 — six months past the June 2026 deadline. |
Yes | Pending | January 2027 | Guide | Blog |
| Estonia | Estonia has partially transposed the EUPTD, consistent with their announcement in April that they would incorporate certain EUPTD pre-employment pay transparency rights into Estonian law, while seeking renegotiation and/or postponement of the remainder. On 16 April 2026, Estonia announced it would seek a potentially multi-year postponement and amendment of the EUPTD. Estonia’s Minister of Economic Affairs and Industry has stated that Estonia would rather pay a fine to postpone the EUPTD transposition in Estonia rather than increase the burden on businesses. |
Pending | Partial Transposition | 13 July 2026 (Partial Transposition) | Guide | Blog |
| Finland | 9 July 2026, Finland’s draft transposition of the Directive, Government Proposal RP 129/2026 rd, was submitted to the Finnish Parliament. The draft primarily proposes to amend the Act on Equality between Women and Men, however, the draft also proposes amendments to the Act on the Ombudsman for Equality, the Act on the Incomes Information System, the Act on Statistics Finland, and the Act on the Enforcement of Fines. It is reported that Parliament will begin its consideration of the draft in the fall of 2026. We will continue to monitor for updates in the coming months. All of the proposed acts are intended to enter into force on 1 January 2027. |
Yes | Pending | 1 January 2027 (pending) | Guide | Blog |
| France | On 4 June 2026 the Ministry of Labour sent a new draft of its transposition legislation to social partners. Articles on the civil service will be submitted to the CCFP (conseil commun de la fonction publique) on 18 June. This round of consultations will precede presentation to the Council of Ministers so France is still in the consultation phase. The main difference between this version and the version from March is the inclusion of Title II, which covers public sector employers. The law continues to enter into force on a date set by decree, and at the latest within one year of promulgation of the law, but anticipates a phased entry into force of reporting obligations for smaller employers: 100-149 employees (within three years); 50-99 employees (within 6 years). Ultimately, these dates will be set by decree. |
Yes | Pending | TBD | Guide | Blog |
| Germany | The draft (unpublished to date) is scheduled to be discussed in a cabinet meeting on in June 2026 and is expected to revise the German Pay Transparency Act (Entgelttransparenzgesetz). The Ministry has confirmed that the legislation will enter into force in early 2027 at the earliest and confirmed that pay reporting duties and the individual right to pay information will not become effective until June 2028. |
Pending | No | TBD | Guide | Blog |
| Greece | Greece passed its transposition of Directive (EU) 2023/970 on 2 July 2026. The law officially enacted once published in the Government Gazette on 6 July 2026. This was a surprise given that the Greek Parliament passed the law on the final day of their session before the 2026 recess.
The law enters into force 1 November 2026.
|
Yes | Yes | 1 November 2026 | Guide | Blog |
| Hungary | As of March 2026, pay transparency does not appear in any official legislative roadmap, and no draft has been released for public consultation. Parliamentary elections took place on 12 April 2026. The inaugural session of the new National Assembly was held on 9 May 2026. |
No | No | TBD | Guide | |
| Ireland | On 19 May 2026 Ibec reported that the pre-employment obligations that were originally set out in the General Scheme of the Equality (Miscellaneous Provisions) Bill 2024 will now be transposed into Irish law via the Pay Transparency Bill. On 26 May 2026 Minister Norma Foley (DCDE) confirmed that the EU Commission was informed that Ireland will not be fully transposed by 7 June, pointing to delays in EU Commission workshops and the EIGE job evaluation toolkit. Ibec, the employers’ representative group, has requested a delay to June 2027. Access the original draft bill. |
Yes | Pending | TBD | Guide | Blog |
| Italy | Italy published its legislative decree in the Gazetta Ufficiale. It enters into force 7 June 2026. Italy’s Council of Ministers approved in final examination on 30 April 2026 the draft legislative decree. Access draft legislation here.
|
Yes | Yes | 7 June 2026 | Guide | Blog |
| Latvia | Latvia on published its draft legislation to transpose the EU Pay Transparency Directive. The consultation period closed 9 April 2026 before moving to the Cabinet of Ministers and then to the Saeima for parliamentary consideration. |
Yes | Pending | TBD | Guide | Blog |
| Lithuania | Lithuania resolved a weeks-long legislative committee debate over the timing of its EU Pay Transparency Directive transposition and became the second EU Member State – after Slovakia – to pass legislation to fully transpose the EU Pay Transparency Directive. Rather than delaying the entire package, the Seimas Social Affairs and Labour Committee voted on 13 May 2026, to delay the effective date of certain requirements in the legislation: most requirements will enter into force on 7 June 2026, while two significant provisions — employer pay system compliance and data submission to the national social insurance authority — will not take effect until 31 Dec. 2026 and 1 Jan. 2027, respectively. The result is a two-track compliance timeline that will require Lithuanian employers to understand not just what is required, but when. On 21 May 2026, the Seimas adopted the transposition legislation (Law No. XV-969), which was then signed by the President and officially published in the Register of Legal Acts on 25 May 2026. |
Yes | Yes | June 2026/RTI 2027 | Guide | Blog |
| Luxembourg | The Luxembourg government recently launched a consultation of a preliminary draft transposition bill within the Ministry of Labour. As of 15 May 2026 no official draft bill has been filed with the Chamber of Deputies. According to the Ministry of Labour, draft legislation is not expected until the second half of 2026. |
Pending | No | TBD | Guide | Blog |
| Malta | Malta published 5 June 2026 the Equal Pay (Transparency and Reporting) Regulations, 2026 to fully transpose the Directive. This new regulations are of immediate effect and cover all Directive requirements. Those that were previously partially transposed (e.g. RTI) have now been brought in line with the Directive. Previously, effective 27 August 2025, Malta had partially transposed two of the EUPTD’s requirements:
|
Yes | Yes | 5 June 2026 | Guide | Blog |
| Netherlands | On 19 June 2026 a draft Decree on the implementation of the Wage Transparency Directive for men and women was published for consultation in the Netherlands. The decree includes practical details for compliance with the transposition law currently making its way through the Dutch Parliament. The draft decree covers, inter alia: definitions of pay concepts, formula for calculating the pay gap, additional rules for electronic submission of reporting. The consultation period will close on 31 July 2026. The public, including employers, can provide feedback on the draft decree until then.
On 15 September 2025, the Dutch government announced plans to delay implementation of the Directive for employers with 150 or more employees to 1 January 2027. We will monitor whether this will receive pushback from the European Parliament or Commission. |
Yes | Pending | January 2027 | Guide | Blog |
| Poland | Poland on 4 May 2026 released an updated draft of its transposition, confirming that its transposition will enter into force on a delayed timeline, but that they are continuing to move the draft through the legislative process.
|
Yes | Pending | TBD | Guide | Blog |
| Portugal | No official announcement has been provided from Portugal Labour officials. Stay tuned for more details. |
No | No | TBD | Guide | Blog |
| Romania | On 29 June 2026, the bill’s Senate registration number was updated to L445/2026, which means it is now with the Senate’s standing committees as an active, official legislative project. At the same time, the bill now has a set deadline for adoption in the Senate.
The Senate has 45 days to debate, amend, and formally vote on the bill, calculated from 29 June 2026. However, that period will be tolled (paused) during the parliamentary break, which begins 1 July 2026. Therefore, the Senate will have 43 days to reach a vote when it returns on 1 September 2026. After a vote (or the passage of those 43 days), the bill will move to the Chamber of Deputies. The deadline for amendments has been set for 2 September 2026. Reports by various committees are also due by set deadlines in the beginning of September.
Even if the Senate does not make use of the full 45 days, the earliest the Romanian bill could become law is likely late October 2026.
Romania’s Ministry of Labour, Family, Youth and Social Solidarity on 30 March, 2026 published its draft legislation to transpose the EU Pay Transparency Directive. |
Yes | Pending | TBD | Guide | Blog |
| Slovakia | President Peter Pellegrini on April 23, 2026 signed the Act on Equal Remuneration of Men and Women for Equal Work or Work of Equal Value. On May 8, 2026, it was transposed into law. It will take effect 7 June, 2026. Slovakia is the first member state to transpose the Directive into law. The legislative history can be found here. The Ministry is currently preparing guidelines for the law, which are expected to be available this month (June 2026). In the meantime, Slovakia has launched a website with the law and an overview of its requirements.
|
Yes | Yes | 7 June, 2026 | Guide | Blog |
| Slovenia | The Ministry of Labour, Family, Social Affairs and Equal Opportunities has initiated a working group to develop the draft legislation to implement the Directive. No timetable has been publicized on its release. |
Pending | No | TBD | Guide | |
| Spain | Pending | No | TBD | Guide | Blog | |
| Sweden | On 8 June 2026 the Government instructed the Equality Ombudsman (DO) to continue preparatory measures for the implementation of the Directive. A report from the DO is due 1 November 2027. The assignment document reiterates the intention to work toward postponement of the Directive, but could signal a softening in Sweden’s stance. On 26 March 2026, Sweden announced it’s putting its transposition efforts on hold and will be seeking a postponement and renegotiation of the Directive. |
Yes | Pending | TBD | Guide | Blog |
| Country | Status | Draft Legislation | Final Legislation | Effective Date | Guide | Blog |
|---|---|---|---|---|---|---|
| Norway - EEA | On Nov. 20, 2025, Norway’s Ministry of Culture and Equality announced that it has begun work to implement the Directive into Norwegian law. Although Norway is not an EU Member State, the Directive has been deemed European Economic Area (EEA)-relevant, and work is underway across the EFTA to adopt it into the EEA Agreement. |
Pending | No | TBD | Guide | Blog |
| Iceland - EEA | Iceland enacted Law No. 53/2026 18 June 2026, which significantly amends the Act on Equal Status and Equal Rights of the Genders, No. 150/2020 (reporting on the gender pay gap). This amendment simplifies Iceland‘s gender pay gap compliance process by moving to a reporting model. The required reporting components (objective job classification using factors that closely track EUPTD Article 4 criteria, a gender-disaggregated pay analysis covering all pay components, and remediation planning) align with pay data reporting requirements in other countries. Note, however, that as an EEA (non-EU) state, Iceland is not currently legally mandated to transpose the Directive, and Iceland‘s framework lacks the EUPTD’s public reporting and joint pay assessment obligations. |
Pending | No | TBD | Guide | |
| Liechtenstein - EEA | Per Norway’s announcement, as part of the EEA Agreement, Liechtenstein is preparing to apply the Directive’s full set of transparency, reporting, and enforcement requirements. We will update when there is an official release from Liechtenstein. |
Pending | No | TBD | Guide | |
| Switzerland - EFTA | While Switzerland is part of the EFTA, it is not an EEA member and is thus not bound by the EEA Agreement. Subsequently, if the Directive is adopted into the EEA Agreement, Switzerland’s pay transparency laws will not be affected. Currently, there are no indications that Switzerland will take part in transposing the Directive. |
No | No | N/A | Guide | |
| Montenegro - EU Candidate | On 7 April 2026 Montenegro‘s parliament adopted amendments to their Labour Act that included transposition of the EUPTD’s requirements, which entered into force on 23 April 2026. Montenegro is an EU Candidate Country and is in the process of aligning its laws with the EU. Therefore, these amendments also include changes to align with other EU directives and requirements. |
Yes | Yes | 23 April 2026 | ||
| Northern Ireland - Affiliated | On 7 October 2025 the Department for Communities (DfC) published its consultation response, which broadly aligns with the gender pay gap reporting framework already in place in the rest of the UK. However, it is still considering whether it will adopt the same 250-employee framework as the rest of the UK or the 50-employee threshold in place in the Republic of Ireland. The DfC is also taking into account developments around the EU Pay Transparency Directive.
The next step is for the DfC to publish Gender Pay Gap Information Regulations, which are currently under development. Implementation is not expected before 2027, with first reports likely to be due in 2028. The Equality Commission for Northern Ireland (ECNI) is expected to be responsible for monitoring and enforcement, with sanctions yet to be defined in the regulations.
|
Pending | No | TBD | Blog |
At Trusaic, we provide employers across the EU with solutions to comply confidently with the Directive.
Our Complete EU Pay Transparency Solution enables compliant pay systems, ensures gender-neutral job evaluations, and automates complex reporting obligations to keep you one step ahead of EU pay transparency enforcement.
- PayParity® analyzes your rewards data (compensation/benefits in kind) and quickly identifies any potential unjustified inequities. It enables you to more easily comply with Article 7 (right to information) and Article 6 requirements (pay setting and progression policy).
- Our Remediation Optimization Spend Analysis (R.O.S.A.) works as PayParity’s remediation engine to find the most cost-effective way to close nominal pay gaps to ensure compliance.
- Automated RTI workflows: Our bi-directional integrations with global HCM platforms allow pay equity data to flow securely from the Trusaic platform back into the HCM. Employees can then access their RTI reports directly within their existing HR systems. This eliminates manual report generation and reduces compliance risk.
- For organizations that prefer platform-based access, RTI reports can also be generated and delivered securely through the PayParity platform, with role-based permissions and full auditability.
- Salary Range Finder® ensures equitable pay at the point of hire to prevent any increases in pay gap and enables you to easily comply with the Directive’s salary range disclosure and salary history ban requirements.
- Pay Decisions: Generate fair, competitive offers instantly from Workday.
- Regulatory and Pay Transparency Reporting™ captures your pay equity findings and generates compliant reports.
Trusaic is GDPR compliant and can assist any organization in any EU state in meeting its obligations under both the EU Corporate Sustainability Reporting Directive and the EU Pay Transparency Directive.