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.

Comprehensive draft bill published January 26, 2026. Cyprus goes beyond directive minimums in several areas: broad definition of "pay" covering all cash and in-kind benefits, enhanced job evaluation requirements with explicit weighting of gender-neutral criteria, strong enforcement including labour inspector investigative powers, fines, and criminal liability.

Full transposition targeted for June 7, 2026. The National Gender Equality Strategy 2024-26 confirms implementation is underway.

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

Draft transposition proposal published February 26, 2026, for public hearing. Proposed effective date: January 1, 2027. Modifies the existing Danish Equal Pay Act and Equal Treatment Law.

Key specifics: Salary range or starting salary must be disclosed before negotiations. Salary history ban. Reporting for 50+ employees via Statistics Denmark using 6-digit DISCO codes (known reliability issues with broad role groupings). New national body created: Danish Labour Market Institute for Equal Pay. Joint pay assessment triggered at 5%+ unexplained gap with 6-month rectification window. Limitation period of 5 years (exceeds directive minimum of 3). Compensation left to courts with no caps. Data protection: minimum 8 of each gender per reporting group for 50-99 employee companies.

Note: Parliamentary elections called for March 24, 2026, three days before hearing deadline. Political uncertainty may affect timeline.

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.

Last update: March 6, 2026 — First draft bill (18 pages, 9 articles) shared with social partners and parliamentarians. Final consultation meeting scheduled March 19, 2026.

Key provisions: 7 new pay equality indicators replacing the current Index égalité. Salary ranges mandatory in job postings. Salary history ban. Employee right to information on average pay by gender. Reporting: companies 100–249 employees every 3 years (150+ from 2027, 100–149 from 2031). Threshold maintained at 50+ employees. Joint pay assessment triggered at 5%+ unjustified gap. Burden of proof reversed. Administrative fines proportional to payroll + exclusion from public procurement.

France will miss the June 7, 2026 deadline. Adoption targeted for September 2026 at the latest.

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.

Last update: March 10, 2026 — Department of Children, Disability and Equality confirmed employers will not be penalised for not having all elements of the directive completed by June 2026. Phased approach confirmed.

Key provisions: Two-bill strategy: (1) Equality (Miscellaneous Provisions) Bill covering salary ranges in job ads and salary history ban, (2) standalone Pay Transparency Bill (General Scheme not yet published). Pay secrecy clauses prohibited. Reporting for 50+ employees. Joint pay assessment where gap exceeds 5%. Ireland was fined €1.54M by CJEU in August 2025 for missing the Work-life Balance Directive deadline.

Ireland will miss the June 7, 2026 deadline.

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.

The Netherlands has delayed implementation to January 1, 2027 (later than the June 7, 2026 EU deadline). The European Commission formally rejected this delay on December 18, 2025 and has warned of infringement proceedings under Article 258 TFEU.

Amended draft bill submitted to the Council of State (Raad van State) on January 20, 2026 for advisory opinion. Update March 2026: The explanatory memorandum clarifies that employers with 150+ employees will submit their first pay gap report by June 7, 2028, covering calendar year 2027 data — one full cycle behind the directive's own June 7, 2027 first-report deadline.

Key specifics: 1:1 transposition approach (minimal gold-plating), reporting for 150+ employees every 3 years and 250+ annually, joint pay assessment triggered at 5%+ unjustified gap with 6-month rectification window. Works council involvement required for corrective measures. Direct effect of the directive may apply from June 7, 2026 despite the national implementation delay.

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.

Last update: March 11–17, 2026 — Government announced delay of effective date from July 1, 2026 to January 1, 2027. Proposition (bill) formally decided on March 17, 2026.

Key provisions: Sweden goes beyond the directive with a two-track system. EU-aligned pay gap reports for 100+ employers, plus national pay analyses (lönekartering) for 25+ employers. Obligations apply to employers with 10+ employees for national pay analyses. New Chapter 3a added to the Discrimination Act. DO (Diskrimineringsombudsmannen) as monitoring body. First salary reports due by May 20, 2028. Fines: SEK 150,000 (€13K) for SMEs, SEK 500,000 (€43K) for larger organizations.