Championing fair pay across Europe
As part of the Pay Transparency Alliance, we’re committed to simplifying the complexities of pay transparency and helping organizations achieve compliance while driving equity.
Austria
No draft law published yet.
Current requirement: minimum salary must be stated in job postings.
Existing mandatory pay gap reporting from 50 employees.
Latest articles
Belgium
Partial transposition by the Wallonia-Brussels Federation (since September 2024).
Salary indicated in job postings (stricter than EU directive).
Pay audits required every two years for companies with 50+ employees.
No comprehensive federal draft law yet.
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Bulgaria
No draft law or timeline published yet.
Croatia
No draft law published yet.
Latest articles
Cyprus
No draft law published yet.
Czech Republic
Working group active; no draft law published yet.
Denmark
No draft law published yet.
Internal pay statistics already mandatory from 35 employees, though not public.
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Estonia
Draft law expected in summer 2025.
Development of a digital tool (“Palgapeegel”) to facilitate pay gap detection.
Finland
Active working group; draft expected by end of 2025.
Pay audits already mandatory every two years for companies with 30+ employees.
France
Transposition delayed; initially planned for early 2025.
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Germany
Draft law initially planned for early 2025 (currently delayed).
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Greece
No draft law or timeline published yet.
Hungary
No draft law or timeline published yet.
Latest articles
Ireland
Draft law published (January 2025).
Salary indicated in job postings (stricter than EU directive).
Italy
No draft law published yet.
Latvia
No draft law published yet.
Existing requirement: salary indicated in job postings since 2018.
Latest articles
Lithuania
No draft law published yet.
Salary indication in job postings mandatory since 2022.
Already mandatory internal pay structures defined from 20 employees.
Luxembourg
No draft law published yet, but preparatory work underway.
Internal pay report to employee representatives every two years from 50 employees.
Voluntary tool (“Logib-Lux”) available to analyse pay gaps.
Malta
No draft law published yet.
Netherlands
Draft law currently in consultation, awaiting adoption.
Proposal: annual pay gap reporting from 50 employees (stricter than EU directive).
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Poland
Draft law submitted (December 2024): mandatory salary indication in all job postings.
Mandatory response within 14 days to employee pay information requests (stricter than EU directive).
Portugal
No draft law published yet.
Latest articles
Romania
No draft law published yet.
Slovakia
No draft law published yet.
Since 2018, salary indication mandatory in job postings, with prohibition on offering less than the advertised salary.
Latest articles
Slovenia
No draft law published yet.
Latest articles
Spain
No new specific law yet, but advanced existing framework since 2021.
Mandatory pay registry for all companies.
Pay audits required from 50 employees.
Latest articles
Sweden
Draft law published (May 2024); currently in consultation.
Maintaining annual pay audits from 10 employees (stricter than EU directive).
Information on applicable collective agreements provided from job interview stage (national specificity).
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Own your pay
transparency journey
Whether you’re refining your compensation structure or ready to embrace pay transparency, Figures helps you prepare tomorrow, today.
Keep a crystal-clear, traceable record of your compensation structure and decisions, built for compliance and trust.
Uncover individual and workforce-wide pay gaps and act on expert recommendations to drive equity.
Progressively share your salary structures confidently - internally and externally - with compliance-ready, impactful reports.
Frequently asked questions
Got more questions? If we missed anything, just reach out and we’ll fill you in on all the details.
What is the EU Pay Transparency Directive and when does it take effect?
The EU Pay Transparency Directive is a regulation aimed at closing the gender pay gap across member states.
It requires companies to disclose salary ranges, ensure equal pay for equal work, and report pay gap data.
It will come into force in 2026, but companies should start preparing now.
Which companies are affected by the Pay Transparency Directive?
The directive applies to companies with 100 or more employees, with phased reporting obligations based on company size.
Organizations will need to provide pay transparency both at the recruitment stage and in internal compensation structures.
How can Figures help your company comply with the Pay Transparency Directive?
Figures is a leading compensation benchmarking and pay transparency platform tailored for European companies. It helps you:
- Benchmark salaries using real-time, localized data
- Ensure pay equity with gender gap analysis tools
- Establish internal fairness with clear job leveling frameworks
- Generate compliance-ready reports aligned with EU requirements
- Communicate salaries transparently to employees and candidates
Is Figures suitable for companies of all sizes?
Yes. Whether you're scaling your team or running an established organization, Figures supports HR teams, CFOs, and CEOs with data-driven compensation insights that grow with you.
When should companies start preparing for the directive?
Now. Although enforcement starts in 2026, organizations that begin early will have time to identify pay gaps, update their salary structures, and avoid last-minute compliance stress.
Can Figures help with salary ranges in job ads, as required by the directive?
Absolutely. Figures helps define data-backed salary bands for roles, making it easy to include transparent pay ranges in job ads—an essential step toward compliance.
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