No public legislative activity reported. Only minor adjustments expected given Austria's existing equal pay framework in place since 2011.

Partial transposition in force in the French Community (Wallonie-Bruxelles rules effective since January 2025). Flemish Community draft still pending. Federal BE-MAGIC project ongoing.

No draft law or timeline published yet.

No public activity or draft law reported.

No specific pay transparency laws currently in force.

A partial draft was announced in late 2025 but not formally published.

Full transposition targeted for June 7, 2026, aligned with the EU deadline.

Pay secrecy ban effective since June 1, 2025. A working group is preparing a broader transposition draft, expected in early 2026.

Implementation NOT included in the government's legislative program for 2025-2026.

Denmark will very likely miss the June 2026 deadline.

Internal pay statistics already mandatory from 35 employees, though not public.

No draft legislation published as of January 2026. The Ministry of Economic Affairs missed its initial summer 2025 target for releasing a draft bill.

Preparatory work continues; the government still expects to meet the June 7, 2026 deadline.

Reporting will apply to approximately 900 organisations (1% of all employers); first reports due in 2027 based on second-half 2026 data.

Digital tool "Palgapeegel" under development to help employers detect and close pay gaps.

Draft bill submitted to Parliament in late 2025. Entry into force targeted for May 18, 2026.

"Pure implementation" approach, closely aligned with directive minimum requirements. Reporting threshold: 100+ employees.

Noncompliance fines confirmed at €5,000–€80,000 (among the highest in the EU).

Pay audits already mandatory every two years for companies with 30+ employees.

Concertations resumed January 15, 2026. A rapport d'information on salary equality was published January 27 with 21 recommendations. A projet de loi was announced for January 29 by Minister Farandou.

Law expected to be voted in 2026 but likely after the June 7 EU deadline, targeting September 2026.

Key specifics: 50-employee reporting threshold (vs 100 in directive), new equality index replacing current one effective 2027, sanctions up to 1% of payroll, reversal of burden of proof.

Minister Prien's commission delivered its final report in November 2025. A Referentenentwurf (draft bill) is expected in early 2026, building on the existing EntgTranspG (2017).

Key specifics: First pay gap reports based on 2026 payroll data, reporting threshold at 100+ employees, extended co-determination rights for works councils (Betriebsrat), sanctions based on company revenue with possible exclusion from public procurement.

No draft law or timeline published yet.

No draft law or timeline published yet.

Equality (Miscellaneous Provisions) Bill 2024 completed pre-legislative scrutiny in October 2025. Officials are currently considering recommendations. Full Pay Transparency Bill is unlikely to meet the June 7, 2026 deadline.

Key specifics: Salary ranges required in job advertisements, salary history ban, phased approach with employers not penalized for incomplete compliance in June 2026. DCDE workshops planned April–July 2026.

Council of Ministers approved draft Legislative Decree on February 5, 2026 (16 articles).

Currently before parliamentary committees — deadline March 18, 2026 for opinion.

Key provisions: salary ranges mandatory in job postings, salary history ban, reporting from 100+ employees (first reports June 2027 for 150+), joint pay assessment at 5%+ unjustified gap, burden of proof reversed.

No criminal sanctions in current draft. Operational details deferred to ministerial decrees.

No draft law published yet.

Existing requirement: salary indicated in job postings since 2018.

A partial draft was announced in late 2025 but not formally published.

Salary indication in job postings mandatory since 2022. Internal pay structures mandatory from 20 employees.

No public activity reported. No draft law published.

Internal pay report to employee representatives every two years from 50 employees.

Voluntary tool ("Logib-Lux") available to analyse pay gaps.

Partial obligations effective since August 2025.

One of the few EU countries with live enforcement of some directive provisions.

Transposition delayed to January 2027. Amended draft bill before the Council of State as of February 12, 2026. The European Commission rejected the postponement — infringement proceedings are possible.

Key specifics: 1:1 implementation approach (minimal additions), reporting on 2027 data (not 2026). The government collapse in June 2025 contributed to the delay. Direct effect of directive provisions possible in the interim period.

One of the most advanced implementations in the EU. Phase 1 live since December 24, 2025 (recruitment transparency rules in force). Full draft published December 16, 2025, targeting June 7, 2026 for full entry into force.

Key specifics: Annual March 31 notification to employees of their rights, 30-day response time for information requests (vs 2 months in directive), fines PLN 2,000–60,000. Draft job evaluation tool published alongside the legislation.

No draft law published yet.

Working group established. Draft legislation under development but not yet published.

No formal timeline announced.

Draft bill published in mid-2025. Entry into force expected June 1, 2026, covering both public and private sectors. Penalties up to EUR 4,000 per breach. Applies also to judges.

No draft law published yet.

Working group active in H2 2025. Spain benefits from strong existing equality legislation (equality plans and pay audits already required). Targeted updates needed for recruitment transparency requirements under the directive.

Most advanced EU member state. Lagrådsremiss published January 15, 2026. Proposition to Riksdag planned for March 17, 2026. Law expected in force July 1, 2026.

Key specifics: Implementation via amendments to the Discrimination Act, reporting extended to employers with 10+ employees (vs 100 in directive), first reporting period 2027 for employers with 150+, Discrimination Ombudsman (DO) appointed as oversight body with dedicated IT reporting tool in development.