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🇮🇹 Italy

EU Pay Transparency Directive legislation in Italy, at a glance

In Italy, Legislative Decree No. 96/2026 effectively transposed the EU Pay Transparency Directive. This new regulation went into effect on June 7th, 2026.

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Transposition

At a glance

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Effective date

June 7th, 2026.

First pay gap reports due June 7th, 2027 for employers with 150+ employees, and June 7th, 2031 for employers with 100-149 employees.

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Size of companies impacted

Companies with 100 or more employees must report; those with 250 or more employees report more frequently. Companies with under 50 employees do not need to disclose pay progression criteria.

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Pay transparency provisions for job applicants

Information about the starting salary or position salary range must be provided in job postings. Postings must also state the provisions of the National Collective Bargaining Agreement (NCBA / CCNL) relevant to the position.

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Defining categories of workers and work of equal value

National Collective Bargaining Agreements (NCBAs) provide the primary framework for determining “work of equal value.” Employers may supplement, but not replace, this framework with their own gender-neutral, objective systems.

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Right to information

Employees may request written information about their annual pay level and a pay comparison once a year only. Employers must respond within 2 months. Employers can meet the pay comparison obligation by publishing average pay levels broken down by worker category and gender on the company intranet or private area on the website.

Remediation & joint pay assessments

Follows the Directive’s guideline. Gaps of 5% or more must be remediated within 6 months, or a joint pay assessment must be conducted together with worker representatives.

Legal Interpretation

How legislation in Italy interprets the EU Directive’s requirements

EU Pay Transparency Directive transposition in Italy stays close to the Directive’s framework in terms of reporting thresholds, transparency requirements, and response timelines.

However, there are a few nuances: 

  • The new Legislative Decree No. 96/2026 does not replace Law 162/2021, which requires biennial gender equality reports from organizations with 50+ employees.
    NCBAs play a big role in the Italian labor market. Under the new law, they provide the framework for defining “work of equal value.” Employers can use their own frameworks too, but that framework must integrate with (not replace) the NCBA classification systems. 
  • To alleviate administrative burdens, the law states that employers may only request written pay information/pay comparison once per year. 
  • Also to reduce administrative workload, the law lets employers meet the pay information obligation by posting average wage levels by gender and category of worker in a secure online location. The employer must inform employees of their right to information annually and must tell them how to access the data portal. 
  • When classifying an employee’s pay level for a pay comparison, calculations cannot include bonuses or temporary supplemental pay.
  • Organizations with fewer than 50 employees do not have to report their pay progression criteria.

This is the last mile. Is your organization ready? 

Italy has kept its preexisting gender equality reporting requirement while adding new requirements to comply with the EU Directive. A proactive, organized approach to reporting is essential for employers.

beqom streamlines this process, generating reports at the click of a button. This includes both the new requirements in Italy under Legislative Decree No. 96/2026 and the older requirements established by Law 162/2021. 

Our resources can help you get there. The EU Pay Transparency Directive eGuide gives a user-friendly breakdown of all the requirements. The EU Directive Checklist makes sure that nothing falls through the cracks. And we’ll continue to update our transposition tracker to keep you up to speed on legislative developments across all EU markets.

Activity by member state

EU Pay Transparency Directive Transposition Tracker

EU member states are working to transpose the EU Pay Transparency Directive into national law. We’ve created this page to keep track of each member state’s progress.

Visit the EUPTD Tracker
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Download our EU Pay Transparency Directive 2026 eGuide

Starting June 2026, organizations across the EU must comply with sweeping new pay transparency and equity regulations. Our new and updated eGuide gives you the clarity, strategies, and tools you need to act now—before it’s too late.

Get the eGuide todayDownload our EU Pay Transparency Directive 2026 eGuide
The EUPTD readiness checklist

EU Pay Transparency Directive Readiness Checklist

The June 2026 transposition deadline has now passed. We’ve put together a 6-Point Readiness Checklist to help you ensure every aspect of the legislation is covered. Now’s the time to secure your organization against important fines, costly litigation, and reputational damage.

Get the Readiness ChecklistEU Pay Transparency Directive Readiness Checklist

Dive into other Pay Transparency resources

Each guide, article or webinar is designed to help you navigate common pain points and complex compliance challenges with confidence. Learn from beqom’s thought leaders who distill complex topics into accessible, actionable recommendations. We provide proven frameworks and real-world examples, keeping you up to date with the latest legislation and helping you stay compliant while driving employee engagement.

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