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