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Estonia has partially implemented the EU Pay Transparency Directive under a unique split strategy. Legislation covering the pay transparency components of the EUPTD took effect on July 13th, 2026. The Estonian government has been seeking to postpone Legislation regarding pay gap reporting, pay structures, and employees’ right to information.
Transposition
July 13th, 2026 for certain pay transparency regulations; legislation on pay gap reporting, pay structures, and employees’ right to information has yet to be issued.
All employers are subject to pay transparency requirements.
Before the first formal interview (typically but not necessarily in the job posting), employers must provide applicants with information about the expected salary or salary range, plus information about any collective-agreement terms that affect the salary.
Specific legislation about worker categories has yet to be developed; the EU Pay Transparency Directive specifies that work of equal value should be determined based on the skills, effort, responsibilities, and working conditions involved in each role.
Pending, but expected to align with EUPTD minimum expectation that employees must be annually informed of their rights and employers must respond within 2 months.
Pending.
Pending, but expected to align with EUPTD minimum expectation that employers must remediate gaps of 5% or more within 6 months of reporting date or a joint pay assessment must be conducted.
Legal Interpretation
While many EU member states transposed the EU Directive as a single regulatory package, Estonia is implementing a unique split strategy. Certain pay transparency provisions took effect on July 13th, 2026, based on amendments to the nation’s Employment Contracts Act (Töölepingu seadus - TLS, or 837 SE). Separate legislation is expected to complete the EUPTD transposition.
The currently effective legislation addresses key aspects of the EUPTD with regard to transparency and recruitment, staying close to the baseline of the Directive’s requirements and to most other member states.
As mentioned above, employers must provide salary or salary range information, as well as information about applicable collective agreements, to prospective employees prior to the first formal interview.
Under Estonia’s split strategy, we expect the remaining legislation to track the EUPTD baseline requirements. This includes:
Since Estonia has been developing its infrastructure and systems for pay data reporting, it has made some key tools available now for voluntary use. These include:
Palgapeegel and the PALK Project are good starting points for preparing your organization for Estonia’s transposition of the remaining EU Pay Transparency Directive requirements. And as the first reporting deadlines approach, beqom Pay Equity and Transparency platform gives you the tools you need in all EU languages. Our Compensation Assistant helps you develop a clear, fair, and efficient pay structure, while our reporting features streamline the process for your team.
Schedule a personalized demo to see how our industry-leading software solution can deliver pay equity and transparency benefits for your workplace.
Activity by member state
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.
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.
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.
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.
Europe's pay transparency landscape is still shifting post-deadline. Watch our recent webinar with beqom experts Lara Winzen and Hayley Bakker, and Max Oranski from TUI, for a candid look at what's changed, where member states stand, and what it means for employers on the ground.
The EU Pay Transparency Directive deadline has passed. Find out where your organization stands, and what to fix now.
The EU Pay Transparency Directive deadline has passed. Watch beqom and Mercer unpack what's happening across Europe, and what employers should do next.
Watch this expert session with beqom and Erste Group to discover why waiting for country transposition updates isn't an option, and how to proactively prepare your organization's compliance strategy today.
France’s current pay gap reporting requirement was introduced in 2018 and rolled out gradually. The required report (Index de l’égalité professionnelle femmes-hommes) is known as the “gender equality index” in English.
Download the eGuide. Start building an equitable workplace and prepare your company for EU legislation on pay transparency and equity.