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Article 7 plays a key role in this dynamic by guaranteeing employees the right to information about their own pay, and their position within the organization’s pay structure. In Part I of this article, we discussed how your organization can design effective pay requests and information dissemination processes.",[1590,1594],{"start":671,"end":1591,"type":46,"data":1592},61,{"link_type":48,"url":1593,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fa-guide-to-the-eu-pay-transparency-directive",{"start":1595,"end":1596,"type":46,"data":1597},325,350,{"link_type":48,"url":1598,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Feu-pay-transparency-directive-right-to-request-pay-information",{"type":36,"text":1600,"spans":1601,"direction":51},"In Part II, we’ll share some best practices for meaningful conversations about pay, explain how you can set your managers and HRBPs up for success, and explore the role of worker councils and employee representatives.",[],"Standard","None","article_text$902fdcbd-b97d-4f0a-af09-748ccaa748cb","article_text",{"variation":775,"version":622,"items":1607,"primary":1608,"id":1631,"slice_type":1632,"slice_label":5},[],{"section_id":5,"image":1609,"content":1612,"link_url":1622,"link_label":1630,"background_color":626},{"dimensions":1610,"alt":1123,"copyright":5,"url":1124,"id":1125,"edit":1611},{"width":25,"height":26},{"x":31,"y":31,"zoom":32,"background":33},[1613,1616],{"type":678,"text":1614,"spans":1615,"direction":51},"Is your organization on track to meet the EU Directive’s requirements?",[],{"type":36,"text":1617,"spans":1618,"direction":51},"Our free guide to the EU Directive offers a breakdown of the Directive's provisions to help you get prepared.",[1619],{"start":1620,"end":1061,"type":46,"data":1621},4,{"link_type":48,"url":1593,"target":1533},{"id":1623,"type":1624,"tags":1625,"lang":14,"slug":1626,"first_publication_date":1627,"last_publication_date":1628,"uid":1626,"link_type":90,"key":1629,"isBroken":92},"aFMrDRAAACAAvU0m","glossary_page",[],"eu-pay-transparency-directive","2025-06-18T21:10:42+0000","2026-05-22T09:47:58+0000","793b110c-0959-4bdb-95f9-aad6930305c3","Download the free guide","article_image_and_text$9e134594-0849-4470-ad08-3275419cc0bb","article_image_and_text",{"variation":775,"version":622,"items":1634,"primary":1635,"id":1646,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1636,"text_size":1602,"background_color":1603},[1637,1640,1643],{"type":765,"text":1638,"spans":1639,"direction":51},"Best practices for clarification requests",[],{"type":36,"text":1641,"spans":1642,"direction":51},"Article 7 of the EU Directive gives employees the right to request and receive information about their own pay and the average pay for employees doing comparable work. It also grants them the right to ask about what is unclear to them. Since complying with Article 7 will probably involve new processes and new document types, be ready for clarification requests, especially within the first year or two.  ",[],{"type":36,"text":1644,"spans":1645,"direction":51},"Here are five steps you can take to prepare for these clarification requests:",[],"article_text$8edb68b1-c734-483f-9473-2d03e377ed88",{"variation":775,"version":622,"items":1648,"primary":1649,"id":1670,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1650,"text_size":1602,"background_color":625},[1651,1655,1658,1661,1664,1667],{"type":1652,"text":1653,"spans":1654,"direction":51},"o-list-item","As with the initial information requests, make sure you have a system in place to track the date of the clarification request, its resolution deadline, and its progress. This system should also provide alerts about approaching deadlines.",[],{"type":1652,"text":1656,"spans":1657,"direction":51},"Make sure that clarification requests are written into your organization’s pay transparency policies.",[],{"type":1652,"text":1659,"spans":1660,"direction":51},"Create pay explainability reports that provide a more in-depth look at an individual employee’s pay. These reports can be generated by HR teams.",[],{"type":1652,"text":1662,"spans":1663,"direction":51},"Train your HRBPs and managers on how to navigate these reports.",[],{"type":1652,"text":1665,"spans":1666,"direction":51},"Get feedback from employees about the pay information sheets that you provide to them. If they’re not understanding the information, work on making this information clearer to reduce the number of clarification requests.",[],{"type":36,"text":1668,"spans":1669,"direction":51},"We also want to note that Article 7 leaves some room for interpretation about the employer’s obligation to respond to a clarification request. The exact wording is:",[],"article_text$6216a9a4-5e21-4d2b-adf5-1405de1c08bc",{"variation":775,"version":622,"items":1672,"primary":1673,"id":1676,"slice_type":1677,"slice_label":5},[],{"section_id":5,"quote":1674,"description":1675},"If the information received is inaccurate or incomplete, workers shall have the right to request, personally or through their workers’ representatives, additional and reasonable clarifications and details regarding any of the data provided and receive a substantiated reply.",[],"article_quote$a576d92a-780a-42c8-99bf-19e4419332b9","article_quote",{"variation":775,"version":622,"items":1679,"primary":1680,"id":1705,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1681,"text_size":1602,"background_color":1603},[1682,1688,1691,1694,1697],{"type":36,"text":1683,"spans":1684,"direction":51},"Regardless of the quality of the information your organization provides, there are quite a few reasons why an employee might perceive it to be inaccurate or incomplete. For example: ",[1685],{"start":1686,"end":1687,"type":1443},125,133,{"type":1052,"text":1689,"spans":1690,"direction":51},"They might not understand the determinants of pay or the pay scale.",[],{"type":1052,"text":1692,"spans":1693,"direction":51},"They might have questions about the role of non-monetary compensation.",[],{"type":1052,"text":1695,"spans":1696,"direction":51},"They may want to know why they didn’t get a raise last year.  ",[],{"type":36,"text":1698,"spans":1699,"direction":51},"At this point, the organization should have a conversation with the employee. When conducted correctly, these conversations offer the opportunity to increase employee engagement and trust.",[1700],{"start":1701,"end":1702,"type":46,"data":1703},149,187,{"link_type":48,"url":1704,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fdriving-business-results-with-transparent-compensation","article_text$f73bf524-133c-4c27-b0c9-15c8a219e5b7",{"variation":775,"version":622,"items":1707,"primary":1708,"id":1734,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1709,"text_size":1602,"background_color":1603},[1710,1713,1716,1719,1722,1725,1728,1731],{"type":678,"text":1711,"spans":1712,"direction":51},"Supporting meaningful conversations about pay: Training for managers and HRBPs ",[],{"type":36,"text":1714,"spans":1715,"direction":51},"The people who are most likely to have 1-1 conversations about pay are managers and\u002For HRBPs. To make sure that these conversations go well, it’s important to support the people in these roles. This starts with adequate training. ",[],{"type":36,"text":1717,"spans":1718,"direction":51},"Training for managers and HRBPs should cover:",[],{"type":1052,"text":1720,"spans":1721,"direction":51},"The organization’s pay philosophy.",[],{"type":1052,"text":1723,"spans":1724,"direction":51},"The criteria that determine pay—and how and why employees move up within the pay structure.",[],{"type":1052,"text":1726,"spans":1727,"direction":51},"Pay explainability reports or other documents provided to employees, including where the information comes from and how the numbers are determined.",[],{"type":1052,"text":1729,"spans":1730,"direction":51},"The results of the organization’s pay equity analysis, including any pay gaps identified.",[],{"type":1052,"text":1732,"spans":1733,"direction":51},"What the organization will be doing to remediate any pay gaps.",[],"article_text$296885ae-5227-4939-a247-a954ca6a9dba",{"variation":775,"version":622,"items":1736,"primary":1737,"id":1757,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1738,"text_size":1602,"background_color":1603},[1739,1742,1745,1748,1751,1754],{"type":36,"text":1740,"spans":1741,"direction":51}," Here are some best practices on how to conduct conversations about pay:",[],{"type":1052,"text":1743,"spans":1744,"direction":51},"Make sure to hear and acknowledge emotions that may come up.",[],{"type":1052,"text":1746,"spans":1747,"direction":51},"Refer to the facts and figures, like dashboards or information sheets, rather than getting sidetracked into personal opinions.",[],{"type":1052,"text":1749,"spans":1750,"direction":51},"Talk about the process of how compensation decisions were made.",[],{"type":1052,"text":1752,"spans":1753,"direction":51},"Scripts or conversation templates can help.",[],{"type":1052,"text":1755,"spans":1756,"direction":51},"Encourage managers to refer to HR managers if in doubt, instead of giving answers they may not have full confidence in.",[],"article_text$f0fbcb99-c2bf-4c84-b9bf-6c8232952765",{"variation":775,"version":622,"items":1759,"primary":1760,"id":1779,"slice_type":1632,"slice_label":5},[],{"section_id":5,"image":1761,"content":1767,"link_url":1777,"link_label":1630,"background_color":626},{"dimensions":1762,"alt":1763,"copyright":5,"url":1764,"id":1765,"edit":1766},{"width":25,"height":26},"Image of a booklet with the title \"Are you ready to answer pay transparency questions? A manager's playbook for tricky scenarios\".","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaP-MaLpReVYa3tkP_prismicbanner-1-.jpg?auto=format,compress","aP-MaLpReVYa3tkP",{"x":31,"y":31,"zoom":32,"background":33},[1768,1771],{"type":678,"text":1769,"spans":1770,"direction":51},"Are your managers ready for pay transparency conversations?",[],{"type":36,"text":1772,"spans":1773,"direction":51},"Our manager’s guide to pay transparency conversations gives much more guidance on supporting managers and HRBPs, and includes example scripts for 8 common scenarios.",[1774],{"start":1620,"end":1198,"type":46,"data":1775},{"link_type":48,"url":1776,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fanswering-pay-transparency-questions-a-managers-guide",{"id":457,"type":434,"tags":1778,"lang":14,"slug":459,"first_publication_date":460,"last_publication_date":461,"uid":462,"url":463,"link_type":90,"key":1629,"isBroken":92},[],"article_image_and_text$ef5a441f-13ec-41e9-ab28-1dc6dc822564",{"variation":775,"version":622,"items":1781,"primary":1782,"id":1814,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1783,"text_size":1602,"background_color":1603},[1784,1787,1790,1802,1805,1808,1811],{"type":678,"text":1785,"spans":1786,"direction":51},"Involving worker councils and employee representatives ",[],{"type":36,"text":1788,"spans":1789,"direction":51},"According to Article 7, worker councils or employee representatives may in some cases request pay information on behalf of employees. This means that as you plan the processes for your employees to request and receive information, you may need to factor in these organizations as well.",[],{"type":36,"text":1791,"spans":1792,"direction":51},"It’s important to note that worker council roles will be defined at the country level, so regulations will vary among EU member states. We encourage you to keep an eye on how local transposition unfolds. ",[1793,1797],{"start":1794,"end":1108,"type":46,"data":1795},28,{"link_type":48,"url":1796,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fworkers-councils-how-payanalytics-helps-secure-employee-rights",{"start":1798,"end":1799,"type":46,"data":1800},175,194,{"link_type":48,"url":1801,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Feu-pay-transparency-directive-transposition-by-country",{"type":36,"text":1803,"spans":1804,"direction":51},"Here are some things to consider: ",[],{"type":1052,"text":1806,"spans":1807,"direction":51},"You may want to include worker councils at an early stage by involving them in the development of your information request and communication processes. ",[],{"type":1052,"text":1809,"spans":1810,"direction":51},"It’s also a good idea to provide worker councils and employee representatives with training. In fact, much of the training content—specifically, pay philosophy, determinants of pay, and the pay explainability reports or documents provided to employees—could overlap with the content of your HRBP\u002Fmanager training. ",[],{"type":1052,"text":1812,"spans":1813,"direction":51},"When planning your processes, make sure that employee privacy is protected. You may need to use secure data sharing platforms. ",[],"article_text$50c82e7a-4701-458b-ae6f-d7823c2579fe",{"variation":775,"version":622,"items":1816,"primary":1817,"id":1829,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1818,"text_size":1602,"background_color":1603},[1819,1822],{"type":765,"text":1820,"spans":1821,"direction":51},"How beqom can help",[],{"type":36,"text":1823,"spans":1824,"direction":51},"beqom helps organizations worldwide implement fair and transparent pay practices. Our Pay Transparency tool streamlines pay communications by creating easy-to-understand reports at the click of a button.",[1825],{"start":1016,"end":1826,"type":46,"data":1827},107,{"link_type":48,"url":1828,"target":50},"https:\u002F\u002Fwww.beqom.com\u002Fproducts\u002Fpay-transparency","article_text$aee914ce-6ccf-4542-b8d2-c181f4de1e48",{"variation":775,"version":622,"items":1831,"primary":1832,"id":1843,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1833,"text_size":1842,"background_color":625},[1834],{"type":36,"text":1835,"spans":1836,"direction":51},"To learn more about how we can help your organization communicate with confidence, build trust and engagement with employees, and drive business performance, book a demo today. ",[1837],{"start":1838,"end":1839,"type":46,"data":1840},158,169,{"link_type":48,"url":1841,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fbook-a-demo","Large","article_text$177c61db-3c7e-4df6-a7e5-e128a81289b3","EU Pay Transparency Directive: Handling Employee Pay Requests","Discover how to handle employee pay clarification requests under Article 7 of the EU Pay Transparency Directive. Learn to train HR and boost pay equity.",{"dimensions":1847,"alt":1543,"copyright":5,"url":1848,"id":1545,"edit":1849},{"width":25,"height":26},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002Fabv977bci2UF6Riy_GeneratedImageMarch19_2026-10_30AM.jpg?auto=format,compress&rect=0,0,2848,1495&w=2400&h=1260",{"x":31,"y":31,"zoom":32,"background":33},"The EU Pay Transparency Directive: Navigating Article 7 & Pay Clarification Requests","What happens after employees receive their pay information? Read Part II of our guide to learn best practices for managers, HRBPs, and worker councils under the new EU Pay Transparency Directive.","Navigating Article 7 of the EU Pay Transparency Directive","What happens after you share pay data? Discover best practices for handling employee pay clarification requests, training managers, and collaborating with worker councils. Read Part II of our guide!",{"id":1855,"uid":1856,"url":1857,"type":1160,"href":1858,"tags":1859,"first_publication_date":1860,"last_publication_date":1861,"slugs":1862,"linked_documents":1864,"lang":14,"alternate_languages":1865,"data":1870},"aaV6sRAAACIAFDFr","eu-pay-transparency-directive-right-to-request-pay-information","\u002Fblog\u002Feu-pay-transparency-directive-right-to-request-pay-information","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ahcaYREAAC0AHfi5&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22aaV6sRAAACIAFDFr%22%29+%5D%5D",[],"2026-03-03T11:50:00+0000","2026-03-27T19:18:14+0000",[1863],"how-does-article-7-guarantee-employees-right-to-information",[],[1866,1868],{"id":1867,"type":1160,"lang":18,"uid":1856},"acXedxIAACEAyG-m",{"id":1869,"type":1160,"lang":21,"uid":1856},"aetImxYAACgAJzND",{"title":1871,"excerpt":1872,"written_by":1876,"reviewed_by":1883,"publication_date":1884,"date_to_order_by":1885,"last_modified_date":5,"last_modified_date_description":1886,"time_to_read":1539,"blog_post_gating":1540,"button_label":5,"featured_image":1887,"products":1899,"topics":1907,"slices":1916,"meta_title":2330,"meta_description":2331,"meta_image":2332,"seo_index":53,"seo_follow":53,"og_title":2336,"og_description":2337,"twitter_title":2338,"twitter_description":2339,"do_not_display_in_list_of_blogs":92},"Operationalizing the EU ‘Right to Information’ for Employees",[1873],{"type":36,"text":1874,"spans":1875,"direction":51},"One of the most impactful articles of the EU Pay Transparency Directive is Article 7, which grants employees the right to request and receive information about their pay. Crucially, when employers respond to these requests, they will need to provide not only individual pay data, but context: information about how the focal employee’s pay compares to the pay of others in similar roles.",[],{"id":1512,"type":1513,"tags":1877,"lang":14,"slug":1515,"first_publication_date":1516,"last_publication_date":1517,"uid":1515,"url":1518,"data":1878,"link_type":90,"key":1534,"isBroken":92},[],{"name":1520,"author_photo":1879,"job_title":1529,"company_name":1029,"company_url":1882,"is_a_former_beqom_employee":92},{"dimensions":1880,"alt":1525,"copyright":5,"url":1526,"id":1527,"edit":1881},{"width":1523,"height":1524},{"x":31,"y":31,"zoom":32,"background":33},{"link_type":48,"key":1531,"url":1532,"target":1533},{"link_type":90},"2026-03-03T09:00:00+0000","2026-03-03",[],{"dimensions":1888,"alt":1889,"copyright":5,"url":1890,"id":1891,"edit":1892,"preview":1894},{"width":824,"height":825},"A woman and a man in an office setting.","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002Faaa-RFxvIZEnjRAp_GeneratedImageMarch03%2C2026-10_12AM.jpg?auto=format,compress&rect=92,0,2664,1504&w=1240&h=700","aaa-RFxvIZEnjRAp",{"x":1893,"y":31,"zoom":32,"background":33},92,{"dimensions":1895,"alt":1889,"copyright":5,"url":1896,"id":1891,"edit":1897},{"width":833,"height":834},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002Faaa-RFxvIZEnjRAp_GeneratedImageMarch03%2C2026-10_12AM.jpg?auto=format,compress&rect=88,0,2672,1504&w=828&h=466",{"x":1898,"y":31,"zoom":32,"background":33},88,[1900],{"product":1901},{"id":115,"type":105,"tags":1902,"lang":14,"slug":117,"first_publication_date":118,"last_publication_date":119,"uid":120,"url":121,"data":1903,"link_type":90,"key":1561,"isBroken":92},[],{"title":113,"icon":1904,"meta_title":1472,"meta_description":1473},{"dimensions":1905,"alt":614,"copyright":5,"url":615,"id":616,"edit":1906},{"width":612,"height":613},{"x":31,"y":31,"zoom":32,"background":33},[1908,1912],{"topic":1909},{"id":1565,"type":1566,"tags":1910,"lang":14,"slug":1568,"first_publication_date":1569,"last_publication_date":1570,"uid":1568,"data":1911,"link_type":90,"key":1572,"isBroken":92},[],{"title":123,"plural_title":123},{"topic":1913},{"id":1575,"type":1566,"tags":1914,"lang":14,"slug":1577,"first_publication_date":1578,"last_publication_date":1578,"uid":1577,"data":1915,"link_type":90,"key":1581,"isBroken":92},[],{"title":1580},[1917,1937,1947,1986,1996,2028,2070,2124,2171,2220,2235,2295,2312,2321],{"variation":775,"version":622,"items":1918,"primary":1919,"id":1604,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1920,"text_size":1602,"background_color":1603},[1921,1925,1931,1934],{"type":36,"text":1922,"spans":1923,"direction":51},"One of the most impactful elements of the EU Pay Transparency Directive is Article 7, which grants employees the right to request and receive information about their pay.",[1924],{"start":1893,"end":1839,"type":42},{"type":36,"text":1926,"spans":1927,"direction":51},"Crucially, when employers respond to these requests, they will need to provide not only individual pay data, but context: information about how the focal employee’s pay compares to the pay of others in similar roles. Essentially, this means giving employees greater insight into the organization’s pay structure.",[1928],{"start":1929,"end":1930,"type":42},140,215,{"type":36,"text":1932,"spans":1933,"direction":51},"Meeting these requirements may be challenging, as employers may need to create a new process for fulfilling these information requests. However, since Article 7 is all about increasing pay transparency, it also provides the opportunity to increase employees’ trust in your organization and contribute towards a high-performance culture.",[],{"type":36,"text":1935,"spans":1936,"direction":51},"In this article, we’ll offer some points to consider when creating a process to meet employees’ information requests and maximize the Directive’s pay transparency benefits.",[],{"variation":775,"version":622,"items":1938,"primary":1939,"id":1646,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1940,"text_size":1602,"background_color":625},[1941,1944],{"type":765,"text":1942,"spans":1943,"direction":51},"How does Article 7 guarantee employees’ Right to Information?",[],{"type":36,"text":1945,"spans":1946,"direction":51},"Article 7 is designed to improve pay transparency by granting employees the right to information about their own compensation, and how it compares to their peers’ compensation. To this end, it requires employers to comply with these six points:",[],{"variation":775,"version":622,"items":1948,"primary":1949,"id":1670,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1950,"text_size":1602,"background_color":1603},[1951,1957,1965,1970,1976,1981],{"type":1052,"text":1952,"spans":1953,"direction":51},"Employees have the right to information in writing about their pay and average pay levels (by gender) for employees performing the same work or work of equal value.",[1954],{"start":1955,"end":1956,"type":42},63,89,{"type":1052,"text":1958,"spans":1959,"direction":51},"Where locally permitted or normative, workers can request and receive this information through worker councils or staff representatives. The Article also states: “If the information received is inaccurate or incomplete, workers shall have the right to request, personally or through their workers’ representatives, additional and reasonable clarifications and details regarding any of the data provided and receive a substantiated reply.”",[1960,1962],{"start":1552,"end":1961,"type":42},135,{"start":1963,"end":1964,"type":42},341,355,{"type":1052,"text":1966,"spans":1967,"direction":51},"Annually, employers must inform employees of their right to this information and the steps that they can take to get it.",[1968],{"start":31,"end":1969,"type":42},8,{"type":1052,"text":1971,"spans":1972,"direction":51},"Employers must provide this information within a certain timeframe (two months at most, per the Directive, but member states can choose to set shorter timeframes).",[1973],{"start":1974,"end":1975,"type":42},47,66,{"type":1052,"text":1977,"spans":1978,"direction":51},"Employees are allowed to discuss their pay.",[1979],{"start":1980,"end":671,"type":42},25,{"type":1052,"text":1982,"spans":1983,"direction":51},"If an employee obtains any information about a colleague’s pay, they can use that information only to exercise their right to equal pay.",[1984],{"start":1985,"end":1961,"type":42},117,{"variation":775,"version":622,"items":1987,"primary":1988,"id":1705,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1989,"text_size":1602,"background_color":1603},[1990,1993],{"type":678,"text":1991,"spans":1992,"direction":51},"Designing your pay information request process",[],{"type":36,"text":1994,"spans":1995,"direction":51},"If you’re looking to set up a pay information request process, here are some key considerations to drive your process design.",[],{"variation":775,"version":622,"items":1997,"primary":1998,"id":1734,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":1999,"text_size":1602,"background_color":1603},[2000,2003,2006,2009,2018,2025],{"type":678,"text":2001,"spans":2002,"direction":51},"Is your response to Article 7 more proactive or more reactive?",[],{"type":36,"text":2004,"spans":2005,"direction":51},"This is an important question to ask early on. A proactive response means sending pay information to all of your employees before they even ask for it. A reactive response involves fulfilling these requests individually if and when they come.",[],{"type":36,"text":2007,"spans":2008,"direction":51},"In deciding on your approach, there are two main considerations:",[],{"type":1052,"text":2010,"spans":2011,"direction":51},"Volume: How many requests for information do you expect to receive, and how many requests for clarification?",[2012,2017],{"start":31,"end":2013,"type":2014,"data":2015},108,"label",{"label":2016},"is-highlighted-green",{"start":31,"end":1969,"type":42},{"type":1052,"text":2019,"spans":2020,"direction":51},"Readiness: How well equipped are you to handle the requests for information and for clarification?",[2021,2023],{"start":31,"end":41,"type":2014,"data":2022},{"label":2016},{"start":31,"end":2024,"type":42},10,{"type":36,"text":2026,"spans":2027,"direction":51},"For example, an organization that anticipates a high volume of requests but has only a medium level of readiness might be well served by a proactive response. This would front-load and streamline the work of generating, compiling, and distributing employees’ pay information and save HR bandwidth for responding to clarification requests.",[],{"variation":775,"version":622,"items":2029,"primary":2030,"id":1757,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":2031,"text_size":1602,"background_color":1603},[2032,2035,2044,2047,2052,2057,2062,2067],{"type":678,"text":2033,"spans":2034,"direction":51},"How will you inform employees of their rights to pay information and the steps they can take?",[],{"type":36,"text":2036,"spans":2037,"direction":51},"Per the Directive, employers must advise employees of these rights annually, in a way that is accessible to employees and tells them how to request their pay information.",[2038,2041],{"start":2039,"end":2040,"type":42},67,75,{"start":2042,"end":2043,"type":42},94,104,{"type":36,"text":2045,"spans":2046,"direction":51},"Employers can choose to do this in a number of ways, including:",[],{"type":1052,"text":2048,"spans":2049,"direction":51},"An all-company email.",[2050],{"start":31,"end":1208,"type":2014,"data":2051},{"label":2016},{"type":1052,"text":2053,"spans":2054,"direction":51},"An announcement or banner on the employee portal or intranet.",[2055],{"start":31,"end":1591,"type":2014,"data":2056},{"label":2016},{"type":1052,"text":2058,"spans":2059,"direction":51},"Content added to the HR policies and procedures.",[2060],{"start":31,"end":1108,"type":2014,"data":2061},{"label":2016},{"type":1052,"text":2063,"spans":2064,"direction":51},"A notice included with employees’ printed pay slips.",[2065],{"start":31,"end":1056,"type":2014,"data":2066},{"label":2016},{"type":36,"text":2068,"spans":2069,"direction":51},"Whatever option or combination of options you pick, it’s best practice to make sure that these communications line up with your company’s normal communication mode and style.",[],{"variation":775,"version":622,"items":2071,"primary":2072,"id":1814,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":2073,"text_size":1602,"background_color":1603},[2074,2077,2084,2087,2090,2096,2102,2108,2114,2119],{"type":678,"text":2075,"spans":2076,"direction":51},"Will your pay transparency communications need to differ by jurisdiction or area of business?",[],{"type":36,"text":2078,"spans":2079,"direction":51},"If your organization operates in multiple EU jurisdictions, then your communications need to reflect the ways in which the Directive is being transposed in each country. Since each jurisdiction is transposing the Directive into local law, some country-level requirements may go beyond the Directive’s minimum guidelines.",[2080],{"start":2081,"end":2082,"type":46,"data":2083},176,237,{"link_type":48,"url":1801,"target":1533},{"type":36,"text":2085,"spans":2086,"direction":51},"There may also be cultural differences between jurisdictions, as well as different workflows, practices, or infrastructure within your organization.",[],{"type":36,"text":2088,"spans":2089,"direction":51},"Make sure to address the following questions:",[],{"type":1052,"text":2091,"spans":2092,"direction":51},"How similarly are your teams organized across locations?",[2093],{"start":31,"end":2094,"type":2014,"data":2095},56,{"label":2016},{"type":1052,"text":2097,"spans":2098,"direction":51},"What are the cultural or logistical differences between locations or branches?",[2099],{"start":31,"end":2100,"type":2014,"data":2101},78,{"label":2016},{"type":1052,"text":2103,"spans":2104,"direction":51},"How centralized or decentralized is your organization, and how does this inform your approach to communications?",[2105],{"start":31,"end":2106,"type":2014,"data":2107},112,{"label":2016},{"type":1052,"text":2109,"spans":2110,"direction":51},"What communications channels does HR use in different locations or branches, and how can this inform your approach?",[2111],{"start":31,"end":2112,"type":2014,"data":2113},115,{"label":2016},{"type":1052,"text":2115,"spans":2116,"direction":51},"Do communications need to be reviewed and\u002For approved before they are issued, and if so, what are the steps?",[2117],{"start":31,"end":2013,"type":2014,"data":2118},{"label":2016},{"type":1052,"text":2120,"spans":2121,"direction":51},"How should worker councils or other employee bodies be involved in these communications?",[2122],{"start":31,"end":1898,"type":2014,"data":2123},{"label":2016},{"variation":775,"version":622,"items":2125,"primary":2126,"id":2170,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":2127,"text_size":1602,"background_color":1603},[2128,2131,2134,2139,2144,2149,2154,2159,2162,2165],{"type":678,"text":2129,"spans":2130,"direction":51},"How will you ensure that employees’ pay information requests are fulfilled within the compliance timeframe?",[],{"type":36,"text":2132,"spans":2133,"direction":51},"To make sure that your system helps you deliver pay information on time, it should do at least five things:",[],{"type":1052,"text":2135,"spans":2136,"direction":51},"Log the request received date.",[2137],{"start":31,"end":1097,"type":2014,"data":2138},{"label":2016},{"type":1052,"text":2140,"spans":2141,"direction":51},"Track the age of all requests.",[2142],{"start":31,"end":1097,"type":2014,"data":2143},{"label":2016},{"type":1052,"text":2145,"spans":2146,"direction":51},"Track the fulfillment date.",[2147],{"start":31,"end":1092,"type":2014,"data":2148},{"label":2016},{"type":1052,"text":2150,"spans":2151,"direction":51},"Provide an alert for any unfulfilled requests nearing the deadline.",[2152],{"start":31,"end":2039,"type":2014,"data":2153},{"label":2016},{"type":1052,"text":2155,"spans":2156,"direction":51},"Report on request status and fulfillment time.",[2157],{"start":31,"end":1229,"type":2014,"data":2158},{"label":2016},{"type":36,"text":2160,"spans":2161,"direction":51},"Here, there will be some crossover with the channel that employees are using to submit pay information requests. Ideally, the channel for employee requests should track the request received date, and information should be easy to export to the back end where these requests are fulfilled.",[],{"type":36,"text":2163,"spans":2164,"direction":51},"You’ll also want to make sure that the system notifies or reminds the HR team on the back end when requests are aging to a certain point or nearing the deadline. Lastly, make sure that you can export the data showing when requests were received, when they were fulfilled, and how long it took to fulfill them. This is important for both internal accountability and to document compliance with the Directive.",[],{"type":36,"text":2166,"spans":2167,"direction":51},"Although the Directive specifies that employers must respond to these requests within two months, individual EU jurisdictions might decide to set shorter timeframes.",[2168],{"start":41,"end":2169,"type":42},164,"article_text$8218c4dc-2c24-46c4-99ce-95eab0e8ad3c",{"variation":775,"version":622,"items":2172,"primary":2173,"id":2219,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":2174,"text_size":1602,"background_color":1603},[2175,2178,2181,2188,2195,2202,2209],{"type":678,"text":2176,"spans":2177,"direction":51},"Who will be involved in preparing, reviewing, and sending pay information to employees?",[],{"type":36,"text":2179,"spans":2180,"direction":51},"Although the way in which organizations will tackle implementation will vary, here is an example of who may be involved in the process:",[],{"type":1652,"text":2182,"spans":2183,"direction":51},"Compensation & Benefits ensures data completion and accuracy. Together with the communications team members, they make sure that the pay information documents clearly convey the individual employee’s position, the organization’s pay structure, and the guiding pay philosophy. ",[2184,2187],{"start":31,"end":2185,"type":2014,"data":2186},23,{"label":2016},{"start":31,"end":2185,"type":42},{"type":1652,"text":2189,"spans":2190,"direction":51},"Communications creates the template for the pay information documents, making sure that positioning and phrasing are in line with the organization’s strategy. They work with the compensation team to make sure that pay information documents are correct, clear, and effective- ",[2191,2193],{"start":31,"end":1226,"type":2014,"data":2192},{"label":2016},{"start":31,"end":2194,"type":42},15,{"type":1652,"text":2196,"spans":2197,"direction":51},"HR leads or HRBPs are responsible for converting the blank template into pay information sheets for individual employees. They should understand how the company’s pay structure works and also understand the structure of the organization’s teams.",[2198,2201],{"start":31,"end":2199,"type":2014,"data":2200},17,{"label":2016},{"start":31,"end":2199,"type":42},{"type":1652,"text":2203,"spans":2204,"direction":51},"Line managers typically review and generate a pay information document after it is generated by the HR lead or HRBP and before it is sent to the employee. They are often on the front line for follow-up questions and conversations.",[2205,2208],{"start":31,"end":2206,"type":2014,"data":2207},13,{"label":2016},{"start":31,"end":2206,"type":42},{"type":1652,"text":2210,"spans":2211,"direction":51},"Worker councils might, in some cases, be entitled to request pay information on behalf of employees. If this is the case in your location, your request process should include a pathway for worker councils, and it’s also best practice to involve the worker council in process development. See our full article for more details.",[2212,2214,2215],{"start":31,"end":2194,"type":2014,"data":2213},{"label":2016},{"start":31,"end":2194,"type":42},{"start":2216,"end":2217,"type":46,"data":2218},288,308,{"link_type":48,"url":1796,"target":1533},"article_text$493a94d1-aee4-4f38-bc78-b7e1cbbe8d82",{"variation":775,"version":622,"items":2221,"primary":2222,"id":1631,"slice_type":1632,"slice_label":5},[],{"section_id":5,"image":2223,"content":2226,"link_url":2233,"link_label":1630,"background_color":626},{"dimensions":2224,"alt":1123,"copyright":5,"url":1124,"id":1125,"edit":2225},{"width":25,"height":26},{"x":31,"y":31,"zoom":32,"background":33},[2227,2229],{"type":678,"text":1614,"spans":2228,"direction":51},[],{"type":36,"text":1617,"spans":2230,"direction":51},[2231],{"start":1620,"end":1061,"type":46,"data":2232},{"link_type":48,"url":1593,"target":1533},{"link_type":48,"key":2234,"url":1593},"c6866769-bb91-4fbe-a42f-a4ed1e26b543",{"variation":775,"version":622,"items":2236,"primary":2237,"id":2294,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":2238,"text_size":1602,"background_color":1603},[2239,2242,2247,2250,2255,2258,2261,2264,2267,2273,2276,2279,2282,2285,2288,2291],{"type":765,"text":2240,"spans":2241,"direction":51},"Frequently asked questions",[],{"type":678,"text":2243,"spans":2244,"direction":51},"When an employee’s pay information is compiled, what time period do we use?",[2245],{"start":31,"end":2040,"type":2014,"data":2246},{"label":2016},{"type":36,"text":2248,"spans":2249,"direction":51},"In Article 7, the Directive does not specify an exact time period. However, since you want your approach to be consistent, we can look at Article 9, which references data from the previous calendar year. Therefore, we advise considering the previous calendar year for your Article 7 requests as well.",[],{"type":678,"text":2251,"spans":2252,"direction":51},"What do we do about new hires, who may not have a year’s worth of pay data?",[2253],{"start":31,"end":2040,"type":2014,"data":2254},{"label":2016},{"type":36,"text":2256,"spans":2257,"direction":51},"There is no specific guidance in the Directive for how to handle new hires. A couple of different approaches could be acceptable, as long as you document the calculation method you are using and the rationale for it.",[],{"type":36,"text":2259,"spans":2260,"direction":51},"First, you could annualize the new hires’ compensation. For the individual employee, the information provided to them would include their annual gross and hourly gross for the period they’ve been employed. The information would then also include their earnings potential, or the full-time equivalent compensation based on the current rate.",[],{"type":36,"text":2262,"spans":2263,"direction":51},"Likewise, when you calculate category averages within your workforce, you would also use annualized data for the new hires. In this case, we suggest that you note the number or percentage of employees with annualized partial-year data on the information sheet.",[],{"type":36,"text":2265,"spans":2266,"direction":51},"Alternatively, you could base your headcount calculations on a minimum tenure threshold. In this case, your data would only include employees who have been there for three or six months. If you use this approach, remember that it is important to apply it consistently for all of your data reporting and to document your methodology.",[],{"type":678,"text":2268,"spans":2269,"direction":51},"How do we handle job categories where there are only a few employees?",[2270],{"start":31,"end":2271,"type":2014,"data":2272},69,{"label":2016},{"type":36,"text":2274,"spans":2275,"direction":51},"In our experience, five or more employees is a healthy number for a job category. This number ensures statistical validity in your pay equity analysis, and it’s also enough to protect employee privacy.",[],{"type":36,"text":2277,"spans":2278,"direction":51},"However, if we have a job category with less than this, there is an inherent privacy risk: any given employee might be able to figure out how much each of their colleagues is making. The Directive calls for us to protect employee privacy in these cases. Article 12, paragraph 3 states that \"where the disclosure of information pursuant to Articles 7, 9 and 10 would lead to the disclosure, either directly or indirectly, of the pay of an identifiable worker, only the workers’ representatives, the labour inspectorate or the equality body shall have access to that information.\"",[],{"type":36,"text":2280,"spans":2281,"direction":51},"So when groups of fewer than five appear, the best practice is to merge that very small group with the most comparable group in your data.",[],{"type":36,"text":2283,"spans":2284,"direction":51},"If you have to merge groups, then you will need to:",[],{"type":1052,"text":2286,"spans":2287,"direction":51},"Keep the category the same for your reporting for Article 9 (point (g)) as well as for Article 7.",[],{"type":1052,"text":2289,"spans":2290,"direction":51},"Make sure to document your methodology.",[],{"type":1052,"text":2292,"spans":2293,"direction":51},"Keep an eye on the country-level laws, as during the transposition process, some nations might outline specific privacy protection measures for small categories. For example, Sweden’s draft proposal did not adopt the small group exception (Article 12(3)), meaning even if a category has just one or two people, the employer might still have to provide average or comparative pay info.",[],"article_text$864755bf-f557-48e6-9097-177957f06ff2",{"variation":775,"version":622,"items":2296,"primary":2297,"id":2311,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":2298,"text_size":1842,"background_color":2310},[2299],{"type":36,"text":2300,"spans":2301,"direction":51},"How are top companies preparing for the EU Directive? How can you dial in your last-mile preparations? To answer these questions and more, watch our on-demand webinar or come talk to us at HRcoreREWARD Amsterdam.",[2302,2306],{"start":1701,"end":2303,"type":46,"data":2304},166,{"link_type":48,"url":2305,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fon-demand-is-your-organization-ready-for-the-eu-pay-transparency-directive-beqom-allshares",{"start":1798,"end":2307,"type":46,"data":2308},211,{"link_type":48,"url":2309,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fevents\u002Fhrcorereward-beqom","Red","article_text$6c6e334e-dcad-48f9-8a08-5bd7871bb983",{"variation":775,"version":622,"items":2313,"primary":2314,"id":1829,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":2315,"text_size":1602,"background_color":1603},[2316,2318],{"type":765,"text":1820,"spans":2317,"direction":51},[],{"type":36,"text":2319,"spans":2320,"direction":51},"beqom’s tools are built to simplify pay equity and pay transparency. Our platform allows you to generate individualized pay information reports with the click of a button. This clearly presented data helps streamline communication and build trust among HR, employees, and managers. Our platform works in all EU languages and can scale from small businesses to complex multinational corporations.",[],{"variation":775,"version":622,"items":2322,"primary":2323,"id":1843,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":2324,"text_size":1842,"background_color":625},[2325],{"type":36,"text":2326,"spans":2327,"direction":51},"Book a demo to explore what our pay equity and transparency tools can do for your team.",[2328],{"start":31,"end":1486,"type":46,"data":2329},{"link_type":48,"url":1841,"target":1533},"Operationalizing the EU Right to Information (Article 7) | beqom","Article 7 of the EU Pay Transparency Directive gives employees the right to request pay information. We’ll share advice for designing a request process that supports transparency and builds trust.",{"dimensions":2333,"alt":1889,"copyright":5,"url":2334,"id":1891,"edit":2335},{"width":25,"height":26},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002Faaa-RFxvIZEnjRAp_GeneratedImageMarch03%2C2026-10_12AM.jpg?auto=format,compress&rect=0,4,2848,1495&w=2400&h=1260",{"x":31,"y":1620,"zoom":32,"background":33},"Is Your HR Team Ready for the EU ‘Right to Information’?","Learn how to build a scalable process for fulfilling employee pay information requests under Article 7 of the EU Pay Transparency Directive. Explore proactive vs. reactive strategies, compliance timelines, and privacy best practices.","Mastering Article 7: The EU Right to Pay Information","The EU Pay Transparency Directive is changing how employees access pay data. Here is your guide to operationalizing Article 7 and managing information requests effectively.",{"id":1159,"uid":1165,"url":1166,"type":1160,"href":2341,"tags":2342,"first_publication_date":1163,"last_publication_date":1164,"slugs":2343,"linked_documents":2344,"lang":14,"alternate_languages":2345,"data":2350},"https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ahcaYREAAC0AHfi5&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22Z0mspRAAAOgsK5gH%22%29+%5D%5D",[],[1162],[],[2346,2348],{"id":2347,"type":1160,"lang":18,"uid":1165},"aH7A3REAACMAxWjG",{"id":2349,"type":1160,"lang":21,"uid":1165},"abyGFRQAACgAzUNq",{"title":1151,"excerpt":2351,"written_by":2355,"reviewed_by":2363,"publication_date":2381,"date_to_order_by":2382,"last_modified_date":2383,"last_modified_date_description":2384,"time_to_read":2385,"blog_post_gating":1540,"button_label":2386,"featured_image":2387,"products":2395,"topics":2415,"slices":2426,"meta_title":3239,"meta_description":3240,"meta_image":3241,"seo_index":53,"seo_follow":53,"og_title":3245,"og_description":3246,"twitter_title":3247,"twitter_description":3248,"do_not_display_in_list_of_blogs":92},[2352],{"type":36,"text":2353,"spans":2354,"direction":51},"2026 is not that far away, and 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.",[],{"id":1512,"type":1513,"tags":2356,"lang":14,"slug":1515,"first_publication_date":1516,"last_publication_date":1517,"uid":1515,"url":1518,"data":2357,"link_type":90,"key":2362,"isBroken":92},[],{"name":1520,"author_photo":2358,"job_title":1529,"company_name":1029,"company_url":2361,"is_a_former_beqom_employee":92},{"dimensions":2359,"alt":1525,"copyright":5,"url":1526,"id":1527,"edit":2360},{"width":1523,"height":1524},{"x":31,"y":31,"zoom":32,"background":33},{"link_type":48,"key":1531,"url":1532,"target":1533},"6a553e09-8d85-4e5c-8bf6-d8ed38dc7162",{"id":2364,"type":1513,"tags":2365,"lang":14,"slug":2366,"first_publication_date":2367,"last_publication_date":2368,"uid":2366,"url":2369,"data":2370,"link_type":90,"key":2380,"isBroken":92},"aKWpkhAAACAAfWFB",[],"claudia-fernandez-morenas","2025-08-20T14:21:28+0000","2026-03-05T09:51:43+0000","\u002Fauthors\u002Fclaudia-fernandez-morenas",{"name":2371,"author_photo":2372,"job_title":2378,"company_name":1029,"is_a_former_beqom_employee":92,"resides_in":2379},"Clàudia Fernández Morenas",{"dimensions":2373,"alt":2374,"copyright":5,"url":2375,"id":2376,"edit":2377},{"width":25,"height":26},"Clàudia Fernandez Morenas","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaKXZMqTt2nPbaiYm_AuthorPhoto_Claudia_2400x1260.jpg?auto=format,compress","aKXZMqTt2nPbaiYm",{"x":31,"y":31,"zoom":32,"background":33},"Integrated Marketing Manager","Reykjavík, Iceland","5669d395-8d11-45f8-8bcd-21681064f60a","2024-12-11T14:34:00+0000","2026-02-23","2026-04-07",[],6,"Check where your country stands",{"dimensions":2388,"alt":1144,"copyright":5,"url":2389,"id":1146,"edit":2390,"preview":2391},{"width":824,"height":825},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ025c5bqstJ978wA_beqom_TranspositionMap_PrismicBanner.jpg?auto=format,compress&rect=84,0,2232,1260&w=1240&h=700",{"x":830,"y":31,"zoom":32,"background":33},{"dimensions":2392,"alt":1144,"copyright":5,"url":2393,"id":1146,"edit":2394},{"width":833,"height":834},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ025c5bqstJ978wA_beqom_TranspositionMap_PrismicBanner.jpg?auto=format,compress&rect=81,0,2239,1260&w=828&h=466",{"x":837,"y":31,"zoom":32,"background":33},[2396,2404],{"product":2397},{"id":115,"type":105,"tags":2398,"lang":14,"slug":117,"first_publication_date":118,"last_publication_date":119,"uid":120,"url":121,"data":2399,"link_type":90,"key":2403,"isBroken":92},[],{"title":113,"icon":2400,"meta_title":1472,"meta_description":1473},{"dimensions":2401,"alt":614,"copyright":5,"url":615,"id":616,"edit":2402},{"width":612,"height":613},{"x":31,"y":31,"zoom":32,"background":33},"eceb7c77-3c4f-4a22-8329-f05367314460",{"product":2405},{"id":125,"type":105,"tags":2406,"lang":14,"slug":127,"first_publication_date":128,"last_publication_date":129,"uid":130,"url":131,"data":2407,"link_type":90,"key":2414,"isBroken":92},[],{"title":2408,"icon":2409,"meta_title":2412,"meta_description":2413},"PayAnalytics by beqom",{"dimensions":2410,"alt":614,"copyright":5,"url":615,"id":616,"edit":2411},{"width":612,"height":613},{"x":31,"y":31,"zoom":32,"background":33},"PayAnalytics by beqom - Pay Equity Software","Pay and workplace equity software by beqom empowers accurate compensation decisions and a culture founded on fairness. Data-driven. Transparent. Always-on.","a0222cb2-b1a3-4464-b9d7-a258dc8d1a80",[2416,2421],{"topic":2417},{"id":1575,"type":1566,"tags":2418,"lang":14,"slug":1577,"first_publication_date":1578,"last_publication_date":1578,"uid":1577,"data":2419,"link_type":90,"key":2420,"isBroken":92},[],{"title":1580},"88d20373-1de2-412c-abd1-1ddfd56090e9",{"topic":2422},{"id":1565,"type":1566,"tags":2423,"lang":14,"slug":1568,"first_publication_date":1569,"last_publication_date":1570,"uid":1568,"data":2424,"link_type":90,"key":2425,"isBroken":92},[],{"title":123,"plural_title":123},"7b1a281a-8745-47d5-be39-ab39e0543f3a",[2427,2445,2469,2478,3101,3119,3171,3179,3195,3225],{"variation":775,"version":622,"items":2428,"primary":2429,"id":2444,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":2430,"text_size":1602,"background_color":1603},[2431,2434,2441],{"type":765,"text":2432,"spans":2433,"direction":51},"The journey to full Directive implementation",[],{"type":36,"text":2435,"spans":2436,"direction":51},"When it comes to the EU Pay Transparency Directive, we find ourselves between two milestones. It became EU law in 2023, but EU member states have until 2026 to transpose the Directive into local law.",[2437],{"start":1208,"end":2438,"type":46,"data":2439},50,{"link_type":48,"url":2440,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fthe-time-to-prepare-is-now-eu-pay-transparency-directive",{"type":36,"text":2442,"spans":2443,"direction":51},"As expected, different jurisdictions are at different places in the transposition process. In addition, they are all starting from different points: some nations already have existing pay equity and\u002For pay transparency laws in place, while others may only have broad anti-discrimination legislation.",[],"article_text$34385aee-3a3c-46e9-b910-417dbe2c5fd9",{"variation":775,"version":622,"items":2446,"primary":2447,"id":2468,"slice_type":1632,"slice_label":5},[],{"section_id":5,"image":2448,"content":2454,"link_url":2464,"link_label":2467,"background_color":626},{"dimensions":2449,"alt":2450,"copyright":5,"url":2451,"id":2452,"edit":2453},{"width":25,"height":26},"graphic with a booklet image and a green background","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ1mh3JbqstJ98VFE_beqom_Checklist_PrismicBanner.jpg?auto=format,compress","Z1mh3JbqstJ98VFE",{"x":31,"y":31,"zoom":32,"background":33},[2455,2458],{"type":678,"text":2456,"spans":2457,"direction":51},"Do you have your 2026 EU Directive compliance plan ready?",[],{"type":36,"text":2459,"spans":2460,"direction":51},"We’ve put together a 6-Step Readiness Checklist that breaks down the Directive's requirements into action items to help you ensure every strategic step is covered before the deadline.",[2461,2463],{"start":2462,"end":1092,"type":42},20,{"start":1794,"end":1974,"type":42},{"link_type":48,"key":2465,"url":2466},"c9c7ef6f-2c92-4f40-a30e-05a7ee0d7077","https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Feu-pay-transparency-directive-readiness-checklist","Download the free checklist","article_image_and_text$c52e3484-1dbf-4a13-9808-1fe8011c13c5",{"variation":775,"version":622,"items":2470,"primary":2471,"id":2477,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":2472,"text_size":1842,"background_color":625},[2473],{"type":36,"text":2474,"spans":2475,"direction":51},"We’ve created this page to keep track of transposition activity at the jurisdiction level. We’ll keep it updated regularly as the EU member states continue on their journeys towards full legal implementation of the Directive.",[2476],{"start":1092,"end":1955,"type":42},"article_text$c3e7e704-b1b6-4bba-b185-32c704710f92",{"variation":775,"version":622,"items":2479,"primary":2480,"id":3099,"slice_type":3100,"slice_label":5},[],{"introduction_text":2481,"heading_map_legend":2485,"country_list":2486},[2482],{"type":765,"text":2483,"spans":2484,"direction":51},"EU Pay Transparency Directive transposition activity by member state",[],"Transposition Stage",[2487,2505,2561,2573,2585,2606,2628,2656,2668,2690,2718,2740,2752,2764,2788,2822,2835,2859,2871,2895,2949,2971,2992,3005,3028,3040,3058],{"euptd_page":2488,"country_code":2489,"stage":2490,"member_state":2491,"status":2492,"draft_legislation":2499,"final_legislation":2499,"effective_date":2500,"resources":2504},{"link_type":90},"at","Low or no activity","Austria",[2493],{"type":36,"text":2494,"spans":2495,"direction":51},"As of our most recent update, there is no known transposition activity in Austria. However, the country has current legislation in effect. The existing legislation requires employers with over 150 employees to provide employees with a pay report.",[2496],{"start":2013,"end":661,"type":46,"data":2497},{"link_type":48,"url":2498,"target":1533},"https:\u002F\u002Fwww.bundeskanzleramt.gv.at\u002Fen\u002Fagenda\u002Fwomen-and-equality\u002Fgender_equality_in_the_labour_market\u002Fpay_transparency.html","No",[2501],{"type":36,"text":2502,"spans":2503,"direction":51},"TBC",[],[],{"euptd_page":2506,"country_code":2507,"stage":2508,"member_state":2509,"status":2510,"draft_legislation":2540,"final_legislation":2540,"effective_date":2541,"resources":2545},{"link_type":90},"be","Full or partial transposition","Belgium",[2511,2514,2517,2520,2523,2527,2530,2534,2537],{"type":36,"text":2512,"spans":2513,"direction":51},"A motion for a resolution was submitted to the Belgian Chamber of Representatives on January 2026, regarding the implementation of the European Union Directive on pay transparency (Directive (EU) 2023\u002F970).\nMain points in the proposal:",[],{"type":1052,"text":2515,"spans":2516,"direction":51},"Avoid \"gold-plating\": Not create new legislation that goes beyond the strict requirements of the EU Directive.",[],{"type":1052,"text":2518,"spans":2519,"direction":51},"Legislative adjustments: Limit actions in the private sector to minor textual changes to existing social laws while extending pay transparency to all federal public employment following the example of the Flemish draft.",[],{"type":1052,"text":2521,"spans":2522,"direction":51},"Screen administrative burdens: Propose a thorough screening of increasing administrative burdens at the informal European summit on February 12, 2026, to protect business competitiveness.",[],{"type":36,"text":2524,"spans":2525,"direction":51},"French Community of Belgium",[2526],{"start":31,"end":1092,"type":42},{"type":36,"text":2528,"spans":2529,"direction":51},"In September 2024, this region, also known as the Wallonia-Brussels Federation or Fédération Wallonie-Bruxelles, became the first EU jurisdiction to transpose the EU Pay Transparency Directive into law.",[],{"type":36,"text":2531,"spans":2532,"direction":51},"Flanders",[2533],{"start":31,"end":1969,"type":42},{"type":36,"text":2535,"spans":2536,"direction":51},"In late 2025, the Flemish government published a draft decree partially transposing the Directive for the public sector.",[],{"type":36,"text":2538,"spans":2539,"direction":51},"Additionally, Belgium has other pay equity and transparency legislation in effect. The required annual audit, which companies are required to send to the National Bank, must include the pay difference between men and women. Companies with 50 or more employees also need to submit a more detailed pay structure analysis every two years.",[],"Yes, but partial",[2542],{"type":36,"text":2543,"spans":2544,"direction":51},"January 1st, 2025",[],[2546,2553],{"type":36,"text":2547,"spans":2548,"direction":51},"We go into Belgium's transposition activity in more depth in this article, including updates on the French Community.",[2549],{"start":1486,"end":2550,"type":46,"data":2551},73,{"link_type":48,"url":2552,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fbelgium-pay-equity-laws-eu-pay-transparency-directive",{"type":36,"text":2554,"spans":2555,"direction":51},"For updates on the Flemish Region, see this article.",[2556],{"start":2557,"end":2558,"type":46,"data":2559},39,51,{"link_type":48,"url":2560,"target":1533},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Feu-pay-transparency-flanders-takes-partial-action-beqom-emyje\u002F?trackingId=ZwoFAgFjRIiL7i%2F1wl7Atw%3D%3D",{"euptd_page":2562,"country_code":2563,"stage":2490,"member_state":2564,"status":2565,"draft_legislation":2499,"final_legislation":2499,"effective_date":2569,"resources":2572},{"link_type":90},"bg","Bulgaria",[2566],{"type":36,"text":2567,"spans":2568,"direction":51},"As of our most recent update, there is no known transposition activity in Bulgaria.",[],[2570],{"type":36,"text":2502,"spans":2571,"direction":51},[],[],{"euptd_page":2574,"country_code":2575,"stage":2490,"member_state":2576,"status":2577,"draft_legislation":2499,"final_legislation":2499,"effective_date":2581,"resources":2584},{"link_type":90},"hr","Croatia",[2578],{"type":36,"text":2579,"spans":2580,"direction":51},"As of our most recent update, there is no known transposition activity in Croatia.",[],[2582],{"type":36,"text":2502,"spans":2583,"direction":51},[],[],{"euptd_page":2586,"country_code":2587,"stage":2588,"member_state":2589,"status":2590,"draft_legislation":2594,"final_legislation":2499,"effective_date":2595,"resources":2598},{"link_type":90},"cy","On track","Cyprus",[2591],{"type":36,"text":2592,"spans":2593,"direction":51},"The Department of Labor Relations published a draft law transposing the Directive's requirements into law. The draft is currently under consultation and is expected to go into effect on June 1st, 2026",[],"Yes",[2596],{"type":36,"text":2502,"spans":2597,"direction":51},[],[2599],{"type":36,"text":2600,"spans":2601,"direction":51},"Read all the details of Cyprus' transposition draft in our article.",[2602],{"start":2603,"end":2558,"type":46,"data":2604},24,{"link_type":48,"url":2605,"target":1533},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fpay-transparency-legislation-cyprus-beqom-ub1ue\u002F?trackingId=2c3XCPmxQ7Sd9i2R%2F%2BP7PQ%3D%3D",{"euptd_page":2607,"country_code":2608,"stage":2490,"member_state":2609,"status":2610,"draft_legislation":2594,"final_legislation":2499,"effective_date":2617,"resources":2621},{"link_type":90},"cz","Czech Republic",[2611],{"type":36,"text":2612,"spans":2613,"direction":51},"On March 16th, the Ministry of Labour and Social Affairs (MPSV) introduced a draft amendment to the Labour Code to implement the Directive. The country has opted for a minimalist approach, sticking to the minimum Directive requirements to ease the burden on employers. However, the country is joining the delay trend, setting the effective date to January 1st, 2027.",[2614],{"start":2615,"end":2616,"type":42},348,365,[2618],{"type":36,"text":2619,"spans":2620,"direction":51},"January 1st, 2027",[],[2622],{"type":36,"text":2623,"spans":2624,"direction":51},"More details on Czech Republic's pay transparency legislation changes.",[2625],{"start":1102,"end":2271,"type":46,"data":2626},{"link_type":48,"url":2627,"target":1533},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fczechia-unveils-eu-pay-transparency-draft-joins-delays-trend-beqom-nhujf\u002F?trackingId=gRFE35E1RiKzTAdGIYIX5Q%3D%3D",{"euptd_page":2629,"country_code":2630,"stage":2588,"member_state":2631,"status":2632,"draft_legislation":2594,"final_legislation":2499,"effective_date":2645,"resources":2648},{"link_type":90},"dk","Denmark",[2633,2636,2639,2642],{"type":36,"text":2634,"spans":2635,"direction":51},"Denmark published its draft proposal in February 2026.",[],{"type":36,"text":2637,"spans":2638,"direction":51},"Following the delay trend like the Netherlands, the Danish draft is expected to come into effect in January 2027, with the first round of reporting due by September 2028.",[],{"type":36,"text":2640,"spans":2641,"direction":51},"Key provisions in the transposition draft include using DISCO codes for job classification (although they won't be valid as a \"work of equal value\" framework), a new monitoring body, and pay transparency before salary negotiations.",[],{"type":36,"text":2643,"spans":2644,"direction":51},"The country also has current legislation in effect, requiring employers with 35 or more employees to provide employees with a pay report.",[],[2646],{"type":36,"text":2502,"spans":2647,"direction":51},[],[2649],{"type":36,"text":2650,"spans":2651,"direction":51},"We go into more detail in this article about Denmark's proposed implementation of the EU Pay Transparency Directive.",[2652],{"start":2653,"end":2112,"type":46,"data":2654},45,{"link_type":48,"url":2655,"target":1533},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fdenmarks-eu-directive-draft-other-compliance-updates-beqom-ifrof\u002F?trackingId=447RUHGnieRUi%2B9HuKQjFA%3D%3D",{"euptd_page":2657,"country_code":2658,"stage":2490,"member_state":2659,"status":2660,"draft_legislation":2499,"final_legislation":2499,"effective_date":2664,"resources":2667},{"link_type":90},"ee","Estonia",[2661],{"type":36,"text":2662,"spans":2663,"direction":51},"As of our most recent update, there is no known transposition activity in Estonia. The government is currently developing a digital solution, called Palagapeegel or Pay Mirror, that employers will use for their reporting activity when the transposed legislation takes effect in 2026.",[],[2665],{"type":36,"text":2502,"spans":2666,"direction":51},[],[],{"euptd_page":2669,"country_code":2670,"stage":2588,"member_state":2671,"status":2672,"draft_legislation":2594,"final_legislation":2499,"effective_date":2679,"resources":2683},{"link_type":90},"fi","Finland",[2673,2676],{"type":36,"text":2674,"spans":2675,"direction":51},"On May 16th, 2025, Finland’s Ministry of Social Affairs and Health working group published its draft legislation to transpose the EU Directive. The legislation will be reviewed by the Finnish parliament in autumn of 2025 and the official government proposal is now expected to be published in December 2025.",[],{"type":36,"text":2677,"spans":2678,"direction":51},"The draft legislation would enact a full transposition of the EU Directive by amending Finland’s existing Act on Equality Between Women and Men. The government holds that this legislation is at the minimum level required by the Directive; however, a few employer groups disagree.",[],[2680],{"type":36,"text":2681,"spans":2682,"direction":51},"May 18th, 2026",[],[2684],{"type":36,"text":2685,"spans":2686,"direction":51},"See our full article for a few nuances of the draft legislation.",[2687],{"start":1969,"end":2462,"type":46,"data":2688},{"link_type":48,"url":2689,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Ffinland-transposes-eu-pay-transparency-directive",{"euptd_page":2691,"country_code":2692,"stage":2490,"member_state":2693,"status":2694,"draft_legislation":2499,"final_legislation":2499,"effective_date":2707,"resources":2711},{"link_type":90},"fr","France",[2695,2698,2701,2704],{"type":36,"text":2696,"spans":2697,"direction":51},"Current legislation in France dates back to 2018 and is based on the nation’s Gender Equality Index. The law mandates that employers with over 50 employees must submit an annual pay gap report.",[],{"type":36,"text":2699,"spans":2700,"direction":51},"Since May 2025, the nation’s government has been working to develop a new index to replace its current system. This new index will be based on the metrics set out in the EU Directive and will incorporate the Directive’s key requirements. This includes the pay transparency mandates, rules for pay assessments if an employer’s gender pay gap is over 5%, and fines for non-compliance.",[],{"type":36,"text":2702,"spans":2703,"direction":51},"In March 2026, the Ministry of Labor shared a preliminary proposal with social partners. After a consultation meeting, a new version of the draft is in the works.",[],{"type":36,"text":2705,"spans":2706,"direction":51},"The planned legislation exceeds the Directive’s minimum requirements in one area. While the Directive states that employers with 100 or more employees must report their pay gap metrics, France plans to keep its current reporting threshold of 50 employees.",[],[2708],{"type":36,"text":2709,"spans":2710,"direction":51},"June 7th, 2026",[],[2712],{"type":36,"text":2713,"spans":2714,"direction":51},"For more detail on the current pay equity reporting requirements in France, see our local requirements page.",[2715],{"start":830,"end":1826,"type":46,"data":2716},{"link_type":48,"url":2717,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Flocal-requirements\u002Ffrance",{"euptd_page":2719,"country_code":2720,"stage":2490,"member_state":2721,"status":2722,"draft_legislation":2499,"final_legislation":2499,"effective_date":2729,"resources":2732},{"link_type":90},"de","Germany",[2723,2726],{"type":36,"text":2724,"spans":2725,"direction":51},"In October 2025, a German government committee issued a report that provides guidance on EU Directive transposition. Based on the recommendations, Germany’s new pay transparency and equity requirements would stay fairly close to the Directive’s set thresholds. The committee also recommends digital tools, like reporting portals and pay gap analysis tools, to ease the administrative burden on employers. Pay equity experts speculate that reporting will not be required until 2027. ",[],{"type":36,"text":2727,"spans":2728,"direction":51},"Germany already has pay transparency legislation in place: the 2017 Transparency in Wage Structures Act (Entgelttransparenzgesetz) requires all organizations with over 200 employees to be ready to provide pay structure information to employees on request, including information about how that individual’s pay is determined. Employers with over 500 employees are required to report on gender equality and equal pay every few years.",[],[2730],{"type":36,"text":2502,"spans":2731,"direction":51},[],[2733],{"type":36,"text":2734,"spans":2735,"direction":51},"For more information, check out our article on Germany's pay transparency and pay equity law and reporting.",[2736],{"start":671,"end":2737,"type":46,"data":2738},43,{"link_type":48,"url":2739,"target":50},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fgermany-pay-equity-transparency-laws",{"euptd_page":2741,"country_code":2742,"stage":2490,"member_state":2743,"status":2744,"draft_legislation":2499,"final_legislation":2499,"effective_date":2748,"resources":2751},{"link_type":90},"gr","Greece",[2745],{"type":36,"text":2746,"spans":2747,"direction":51},"As of our most recent update, Greece has begun developing a working group to transpose the Directive.",[],[2749],{"type":36,"text":2502,"spans":2750,"direction":51},[],[],{"euptd_page":2753,"country_code":2754,"stage":2490,"member_state":2755,"status":2756,"draft_legislation":2499,"final_legislation":2499,"effective_date":2760,"resources":2763},{"link_type":90},"hu","Hungary",[2757],{"type":36,"text":2758,"spans":2759,"direction":51},"As of our most recent update, there is no known transposition activity in Hungary.",[],[2761],{"type":36,"text":2502,"spans":2762,"direction":51},[],[],{"euptd_page":2765,"country_code":2766,"stage":2588,"member_state":2767,"status":2768,"draft_legislation":2540,"final_legislation":2499,"effective_date":2778,"resources":2781},{"link_type":90},"ie","Ireland",[2769,2772,2775],{"type":36,"text":2770,"spans":2771,"direction":51},"On January 15th, 2025, Ireland published draft legislation that would partially transpose the EU Directive, specifically with regard to its pay transparency provisions. The first provision of this legislation would require a remuneration rate or range in all job postings. The second would prohibit employers from asking applicants about their pay history. There is no official information about when this draft legislation will be considered. ",[],{"type":36,"text":2773,"spans":2774,"direction":51},"The draft legislation does not address pay gap reporting requirements. Ireland does already have legislation in this area. ",[],{"type":36,"text":2776,"spans":2777,"direction":51},"As of June 1st, 2025, all organizations with over 50 employees are required to report. The current reporting requirement specifies that employers must report gender pay gaps (mean and median), statistics on benefits in kind and bonuses, and gender distribution in each salary quartile. Since the EU Directive lays out more specific and detailed reporting requirements, Ireland is expected to change its reporting legislation to make it Directive-compliant.",[],[2779],{"type":36,"text":2502,"spans":2780,"direction":51},[],[2782],{"type":36,"text":2783,"spans":2784,"direction":51},"For more information on Ireland's transposition activity, see our in-depth article.",[2785],{"start":1975,"end":1016,"type":46,"data":2786},{"link_type":48,"url":2787,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fireland-eu-pay-transparency-directive-pay-gap-reporting",{"euptd_page":2789,"country_code":2790,"stage":2588,"member_state":2791,"status":2792,"draft_legislation":2594,"final_legislation":2499,"effective_date":2810,"resources":2814},{"link_type":90},"it","Italy",[2793,2798,2801,2807],{"type":36,"text":2794,"spans":2795,"direction":51},"On January 31, 2026, the Italian Council of Ministers approved a preliminary legislative decree tthat would fully implement the Directive into national law. It applies to public and private sectors. Key requirements include a ban on pay secrecy clauses, mandatory pre-employment transparency, employees' right to information, and a 5% threshold for pay gaps.",[2796],{"start":2797,"end":1552,"type":42},54,{"type":36,"text":2799,"spans":2800,"direction":51},"The decree is at the preliminary stage, and is expected to be enacted in 2026.",[],{"type":36,"text":2802,"spans":2803,"direction":51},"The draft decree follows legal activity back in 2024 with the passing of Law no. 15\u002F2024, which laid the legal foundation for transposition and set a 2026 deadline.",[2804],{"start":2550,"end":1898,"type":46,"data":2805},{"link_type":48,"url":2806,"target":1533},"https:\u002F\u002Fwww.gazzettaufficiale.it\u002Feli\u002Fid\u002F2024\u002F02\u002F24\u002F24G00027\u002FSG",{"type":36,"text":2808,"spans":2809,"direction":51},"Italy already has existing reporting requirements dating back to 2021, which requires employers with 50 or more employees to report on gender and pay data every two years.",[],[2811],{"type":36,"text":2812,"spans":2813,"direction":51},"2026",[],[2815],{"type":36,"text":2816,"spans":2817,"direction":51},"See our article for more information about Italy’s established reporting requirements and the new legislation.",[2818],{"start":2737,"end":2819,"type":46,"data":2820},109,{"link_type":48,"url":2821,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fitaly-pay-gap-reporting-eu-pay-transparency-directive-transposition",{"euptd_page":2823,"country_code":2824,"stage":2490,"member_state":2825,"status":2826,"draft_legislation":2594,"final_legislation":2499,"effective_date":2830,"resources":2834},{"link_type":90},"lv","Latvia",[2827],{"type":36,"text":2828,"spans":2829,"direction":51},"In Spring 2026, the Latvian government published a draft law transposing the Directive's requirements into national legislation. The draft aligns with the Directive's requirements. However, it doesn't specify an effective date for the requirements to come into force, which signals adherence to the Directive's timeline.",[],[2831],{"type":36,"text":2832,"spans":2833,"direction":51},"June 2026",[],[],{"euptd_page":2836,"country_code":2837,"stage":2588,"member_state":2838,"status":2839,"draft_legislation":2540,"final_legislation":2499,"effective_date":2849,"resources":2852},{"link_type":90},"lt","Lithuania",[2840,2843,2846],{"type":36,"text":2841,"spans":2842,"direction":51},"On May 20th, 2025, Lithuania published draft legislation that would partially transpose the EU Directive. This legislation builds on the existing framework of Lithuania’s Labour Code and Administrative Code.",[],{"type":36,"text":2844,"spans":2845,"direction":51},"The pre-existing legislation includes a gender pay gap reporting requirement for employers with 20 or more workers, and if the gap exceeds 5%, the organization is required to take action to close it. In terms of pay transparency, employers must provide salary range information for open jobs and cannot ask applicants or employees about salary history.",[],{"type":36,"text":2847,"spans":2848,"direction":51},"The draft legislation expands existing law and transposes many elements of the EU Directive. It includes the Directive’s pay transparency provisions that guarantee employees’ right to information, and it requires employers to have formal pay systems based on objective, gender-neutral criteria. Two of the Directive’s requirements (reporting and joint assessment) will need to be addressed separately.",[],[2850],{"type":36,"text":2502,"spans":2851,"direction":51},[],[2853],{"type":36,"text":2854,"spans":2855,"direction":51},"See our full discussion of Lithuania’s draft legislation.",[2856],{"start":2557,"end":2094,"type":46,"data":2857},{"link_type":48,"url":2858,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Flithuania-eu-pay-transparency-directive-transposition-updates",{"euptd_page":2860,"country_code":2861,"stage":2490,"member_state":2862,"status":2863,"draft_legislation":2499,"final_legislation":2499,"effective_date":2867,"resources":2870},{"link_type":90},"lu","Luxembourg",[2864],{"type":36,"text":2865,"spans":2866,"direction":51},"As of our most recent update, there is no known transposition activity in Luxembourg.",[],[2868],{"type":36,"text":2502,"spans":2869,"direction":51},[],[],{"euptd_page":2872,"country_code":2873,"stage":2508,"member_state":2874,"status":2875,"draft_legislation":2540,"final_legislation":2540,"effective_date":2882,"resources":2886},{"link_type":90},"mt","Malta",[2876,2879],{"type":36,"text":2877,"spans":2878,"direction":51},"Malta has taken initial steps towards transposing the EU Directive with a Legal Notice that was published by the Maltese parliament on June 27th, 2025 and took effect on August 27th, 2025.",[],{"type":36,"text":2880,"spans":2881,"direction":51},"The Legal Notice gives employees the right to request a written assessment between their pay level and the categories of workers performing the same work. (Note that this does not address the comparison to “work of equal value,” as required under the EU Directive.) The Legal Notice also entitles job-seekers to receive written information about the pay range, along with any relevant collective agreements, prior to starting employment.",[],[2883],{"type":36,"text":2884,"spans":2885,"direction":51},"August 27th, 2025",[],[2887],{"type":36,"text":2888,"spans":2889,"direction":51},"For all the details of the partial transposition in Malta, read our full article.",[2890],{"start":2891,"end":2892,"type":46,"data":2893},68,80,{"link_type":48,"url":2894,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fmalta-implements-eu-pay-transparency-directive",{"euptd_page":2896,"country_code":2915,"stage":2588,"member_state":2916,"status":2917,"draft_legislation":2594,"final_legislation":2499,"effective_date":2938,"resources":2941},{"id":2897,"type":2898,"tags":2899,"lang":14,"slug":2900,"first_publication_date":2901,"last_publication_date":2902,"uid":2903,"url":2904,"data":2905,"link_type":90,"key":2914,"isBroken":92},"afomLhYAAJuaPzFG","euptd_page",[],"eu-pay-transparency-directive-legislation-at-a-glance","2026-05-05T17:20:57+0000","2026-05-27T12:30:02+0000","netherlands","\u002Feuptd\u002Fnetherlands",{"meta_title":2906,"meta_description":2907,"meta_image":2908},"Netherlands: EU Pay Transparency Directive Tracker","Track the Netherlands' transposition of the EU Pay Transparency Directive — from early drafts to the legislation amending the Equal Treatment Act.",{"dimensions":2909,"alt":2910,"copyright":5,"url":2911,"id":2912,"edit":2913},{"width":25,"height":26},"A graphic with the Netherlands country silhouette","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FahV_c7K9tuLqEJVm_EUPTD_Netherlands_2400x1260.png?auto=format,compress&rect=0,0,7200,3780&w=2400&h=1260","ahV_c7K9tuLqEJVm",{"x":31,"y":31,"zoom":32,"background":33},"b48bcdb5-b523-4053-9a34-6da3a8187a77","nl","Netherlands",[2918,2925,2928,2935],{"type":36,"text":2919,"spans":2920,"direction":51},"On January 2026, the Dutch government sent and updated, revised draft to the Council of State, following its announced delay in the Directive's implementation, setting January 1st, 2027, as the new transposition deadline rather than June 2026. The first required pay gap reports would then be based on 2027 data.",[2921],{"start":1208,"end":2922,"type":46,"data":2923},93,{"link_type":48,"url":2924,"target":50},"https:\u002F\u002Fwetgevingskalender.overheid.nl\u002Fregeling\u002FWGK025384\u002Fdocumenten\u002FRaad%20van%20State\u002FAdviesaanvraag%20aanhangig%20bij%20Raad%20van%20State\u002F1",{"type":36,"text":2926,"spans":2927,"direction":51},"In late March 2025, draft legislation was introduced that would fully transpose the EU Directive. In regard to pay transparency, this legislation would enact all the directive’s basic requirements. It further specifies that employees must have “easy access” to the criteria used to determine wages and pay levels, and it sets a limit of two months for employers to respond to an employee’s request for a personalized pay comparison.",[],{"type":36,"text":2929,"spans":2930,"direction":51},"In terms of pay gap reporting, the draft legislation would require the specific metrics stipulated in the Directive (see our quick guide for a listing of those metrics.) This legislation would also establish an administrative body to collect and review the required pay gap reporting data, develop tools to help assess gaps, and hear and act on complaints about employer noncompliance. However, the collapse of the Dutch coalition government in summer 2025 has delayed consideration and implementation of this legislation.",[2931],{"start":1686,"end":2932,"type":46,"data":2933},136,{"link_type":48,"url":2934,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Fguides\u002Feu-pay-transparency-directive-rules",{"type":36,"text":2936,"spans":2937,"direction":51},"There are no current gender pay gap reporting obligations. Currently, companies with 100 or more employees must have an annual discussion with their works council. This discussion covers changes in pay ratios since the previous year.",[],[2939],{"type":36,"text":2619,"spans":2940,"direction":51},[],[2942],{"type":36,"text":2943,"spans":2944,"direction":51},"More information on the Directive's transposition activity in the Netherlands.",[2945],{"start":2603,"end":2946,"type":46,"data":2947},77,{"link_type":48,"url":2948,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fthe-netherlands-transposes-the-eu-pay-transparency-directive",{"euptd_page":2950,"country_code":2951,"stage":2508,"member_state":2952,"status":2953,"draft_legislation":2594,"final_legislation":2594,"effective_date":2960,"resources":2964},{"link_type":90},"pl","Poland",[2954,2957],{"type":36,"text":2955,"spans":2956,"direction":51},"In June 2025, the Polish parliament amended its existing Labor Code to partially transpose the EU Directive. These changes are connected to pay transparency: they require non-discriminatory recruitment processes, mandate that job candidates be informed of pay ranges prior to employment, and prohibit employers from asking about salary history. These changes came into effect on December 23rd, 2025.",[],{"type":36,"text":2958,"spans":2959,"direction":51},"Additionally, on December 16th, 2025, a draft act was introduced that would fill the gap and fully meet the Directive’s requirements. This addresses the pay equity elements of the Directive including employees’ right to information and pay gap reporting requirements. This draft legislation is anticipated to take effect on the Directive deadline of June 7th, 2026.",[],[2961],{"type":36,"text":2962,"spans":2963,"direction":51},"December 23rd, 2025, for pay transparency provisions, and June 7th, 2026, for full transposition.",[],[2965],{"type":36,"text":2966,"spans":2967,"direction":51},"Deep dive into Poland's implementation details in our article.",[2968],{"start":2438,"end":1591,"type":46,"data":2969},{"link_type":48,"url":2970,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fpoland-pay-equity-eu-pay-transparency-directive-transposition",{"euptd_page":2972,"country_code":2973,"stage":2490,"member_state":2974,"status":2975,"draft_legislation":2499,"final_legislation":2499,"effective_date":2982,"resources":2985},{"link_type":90},"pt","Portugal",[2976,2979],{"type":36,"text":2977,"spans":2978,"direction":51},"As of our most recent update, there is no known transposition activity in Portugal.",[],{"type":36,"text":2980,"spans":2981,"direction":51},"However, Portugal has current requirements in place. Employers need to have transparent pay policies that include an objective approach to evaluating job functions. They also need to report pay data to the government, which checks it for gender-based pay gaps. The key legislation currently in effect is Law 60\u002F2018, which was implemented in 2019.",[],[2983],{"type":36,"text":2502,"spans":2984,"direction":51},[],[2986],{"type":36,"text":2987,"spans":2988,"direction":51},"Learn more about local requirements in Portugal in this article.",[2989],{"start":2558,"end":1955,"type":46,"data":2990},{"link_type":48,"url":2991,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fpay-equity-laws-portugal",{"euptd_page":2993,"country_code":2994,"stage":2490,"member_state":2995,"status":2996,"draft_legislation":2594,"final_legislation":2499,"effective_date":3000,"resources":3004},{"link_type":90},"ro","Romania",[2997],{"type":36,"text":2998,"spans":2999,"direction":51},"On March 30th, 2026, the Ministry of Labor, Family, Youth, and Social Solidarity published a draft law that implements the Directive into national law. The goal of the proposal is to ensure the right of equal pay for equal work or work of equal value. The draft is now open for consultation until April 8th. The proposal doesn't specify an effective date, but it maintains the current reporting timeline set by the Directive.",[],[3001],{"type":36,"text":3002,"spans":3003,"direction":51},"June 2026, since no delay was announced.",[],[],{"euptd_page":3006,"country_code":3007,"stage":2588,"member_state":3008,"status":3009,"draft_legislation":2594,"final_legislation":2499,"effective_date":3016,"resources":3020},{"link_type":90},"sk","Slovakia",[3010,3013],{"type":36,"text":3011,"spans":3012,"direction":51},"On September 19th, 2025, Slovakia’s government introduced draft legislation that would fully transpose the EU Directive. To do so, the draft legislation would enact a new pay transparency law and would amend parts of the existing Labor Code, Labor Inspection Act, and Employment Services Act. The draft mirrors the EU Directive’s requirements, imposing them at the minimum level stipulated. ",[],{"type":36,"text":3014,"spans":3015,"direction":51},"Slovakia’s draft legislation was open for comment until October 9th, 2025, and is expected to be approved soon. The effective date for the new law would be June 1st, 2026, with the first reporting requirements scheduled for 2027.",[],[3017],{"type":36,"text":3018,"spans":3019,"direction":51},"June 1st, 2026",[],[3021],{"type":36,"text":3022,"spans":3023,"direction":51},"For more information on Slovakia's transposition, see our full article.",[3024],{"start":1193,"end":3025,"type":46,"data":3026},70,{"link_type":48,"url":3027,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Farticles\u002Fslovakia-transposition-law-for-eu-pay-transparency-directive",{"euptd_page":3029,"country_code":3030,"stage":2490,"member_state":3031,"status":3032,"draft_legislation":2499,"final_legislation":2499,"effective_date":3036,"resources":3039},{"link_type":90},"si","Slovenia",[3033],{"type":36,"text":3034,"spans":3035,"direction":51},"As of our most recent update, there is no known transposition activity in Slovenia.",[],[3037],{"type":36,"text":2502,"spans":3038,"direction":51},[],[],{"euptd_page":3041,"country_code":3042,"stage":2490,"member_state":3043,"status":3044,"draft_legislation":2499,"final_legislation":2499,"effective_date":3048,"resources":3051},{"link_type":90},"es","Spain",[3045],{"type":36,"text":3046,"spans":3047,"direction":51},"As of our most recent update, there is no known transposition activity in Spain. The country has some foundational pay equity legislation that was passed in 2021, although the EU Directive will go beyond those requirements. The existing requirements include an annual remuneration register, an auditing requirement and job evaluation requirement for organizations with 50 or more workers, and employees’ right to pay information.",[],[3049],{"type":36,"text":2502,"spans":3050,"direction":51},[],[3052],{"type":36,"text":3053,"spans":3054,"direction":51},"Our local requirements page provides more information about Spain’s current legislation.",[3055],{"start":1620,"end":1092,"type":46,"data":3056},{"link_type":48,"url":3057,"target":1533},"https:\u002F\u002Fwww.payanalytics.com\u002Fresources\u002Flocal-requirements\u002Fspain",{"euptd_page":3059,"country_code":3060,"stage":2588,"member_state":3061,"status":3062,"draft_legislation":2594,"final_legislation":2499,"effective_date":3088,"resources":3091},{"link_type":90},"se","Sweden",[3063,3078,3084],{"type":36,"text":3064,"spans":3065,"direction":51},"Legislation was drafted in Sweden as of May 2024. The draft legislation adds the EU Directive’s requirement to Sweden’s own existing legislation. On January 15th, 2026, Minister for Gender Equality Nina Larsson unveiled the official roadmap to full transposition into national law. However, on March 26th, 2026, the nation issued a press release asking for a renegotiation of the Directive's requirements and a delay in implementation.",[3066,3070,3075],{"start":2797,"end":3067,"type":46,"data":3068},71,{"link_type":48,"url":3069,"target":1533},"https:\u002F\u002Fwww-regeringen-se.translate.goog\u002Frattsliga-dokument\u002Fstatens-offentliga-utredningar\u002F2024\u002F05\u002Fsou-202440\u002F?_x_tr_sl=auto&_x_tr_tl=en&_x_tr_hl=en&_x_tr_pto=wapp",{"start":3071,"end":3072,"type":46,"data":3073},224,240,{"link_type":48,"url":3074,"target":50},"https:\u002F\u002Fwww.regeringen.se\u002Fpressmeddelanden\u002F2026\u002F01\u002Fviktiga-steg-for-att-motverka-osakliga-loneskillnader-mellan-kvinnor-och-man\u002F",{"start":3076,"end":3077,"type":42},359,435,{"type":36,"text":3079,"spans":3080,"direction":51},"Sweden planned to integrate the Directive's requirements into its Discrimination Act (2008:567). Key requirements include transparency before hire, right to information, mandatory reporting, and lower thresholds for documentation. The proposal was has an expected effective date of January 1st, 2027, with the first round of reporting due on May 2028.",[3081],{"start":3082,"end":3083,"type":42},122,229,{"type":36,"text":3085,"spans":3086,"direction":51},"Sweden’s current requirements focus on a compensation mapping analysis called lönekartläggning that all employers must complete annually. Employers of a certain size who identify a pay gap must enact, document, and follow up on a plan for remediation.",[3087],{"start":2946,"end":2042,"type":1443},[3089],{"type":36,"text":2619,"spans":3090,"direction":51},[],[3092],{"type":36,"text":3093,"spans":3094,"direction":51},"For more information, read our article on the Swedish latest press release regarding the implementation of the EU Directive into law.",[3095],{"start":1229,"end":3096,"type":46,"data":3097},132,{"link_type":48,"url":3098,"target":1533},"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fsweden-unveils-roadmap-eu-directive-implementation-beqom-fo6mf\u002F?trackingId=devqHPg5bUmFKhaL4md9Kw%3D%3D","article_custom_component$fccd8718-6e65-415e-a7bf-8479c5e45ed6","article_custom_component",{"variation":775,"version":622,"items":3102,"primary":3103,"id":3118,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":3104,"text_size":1602,"background_color":625},[3105,3108,3111],{"type":765,"text":3106,"spans":3107,"direction":51},"Additional information",[],{"type":36,"text":3109,"spans":3110,"direction":51},"As we’ve seen over the last few years, many EU jurisdictions are sticking close to the minimum thresholds set by the Directive, while others are asking more of employers. Likewise, a range of solutions are emerging for the Directive’s pay gap reporting requirements.: Some nations are expanding existing systems used for pay and\u002For demographic reporting, while others are creating new platforms that employers will need to use.",[],{"type":36,"text":3112,"spans":3113,"direction":51},"With the deadline coming up quickly, we’re offering additional support to EU employers with our webinar on February 5th, 2026. With an expert keynote, a talk on strategic considerations, and an interactive Q&A, we aim to help participants dial in their last-mile preparations. ",[3114],{"start":3115,"end":1686,"type":46,"data":3116},96,{"link_type":48,"url":3117,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fevents\u002Fis-your-organization-ready-for-the-eu-pay-transparency-directive-webinar","article_text$d664db13-fff9-424e-8de9-0189737f5785",{"variation":775,"version":622,"items":3120,"primary":3121,"id":3170,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":3122,"text_size":1602,"background_color":1603},[3123,3126,3129,3135,3138,3141,3144,3147,3150,3153,3158,3161,3164,3167],{"type":765,"text":3124,"spans":3125,"direction":51},"The EU Pay Transparency Directive in a nutshell",[],{"type":36,"text":3127,"spans":3128,"direction":51},"The EU Directive aims to prevent pay discrimination on the basis of gender. It does this through legislation in two areas: pay transparency and pay equity.",[],{"type":678,"text":3130,"spans":3131,"direction":51},"Pay transparency requirements:",[3132],{"start":31,"end":1097,"type":2014,"data":3133},{"label":3134},"is-highlighted-red",{"type":1052,"text":3136,"spans":3137,"direction":51},"Starting pay must be provided to job applicants before the interview or in the job posting",[],{"type":1052,"text":3139,"spans":3140,"direction":51},"Ban on asking applicants about pay history",[],{"type":1052,"text":3142,"spans":3143,"direction":51},"All employer decisions about employees’ pay levels and career progression must be based on gender-neutral criteria that employees can reference",[],{"type":1052,"text":3145,"spans":3146,"direction":51},"Employees cannot be prohibited from talking about their pay",[],{"type":1052,"text":3148,"spans":3149,"direction":51},"Employees are entitled to information about pay ranges on request",[],{"type":1052,"text":3151,"spans":3152,"direction":51},"Employees are entitled to a personalized comparison of their pay to the pay of other comparable employees (doing the same work or work of equal value)",[],{"type":678,"text":3154,"spans":3155,"direction":51},"Pay equity requirements:",[3156],{"start":31,"end":2603,"type":2014,"data":3157},{"label":3134},{"type":1052,"text":3159,"spans":3160,"direction":51},"Employers are required to measure and publish pay gap metrics (which can account for gender-neutral criteria). There are nine specific measurements required.",[],{"type":1052,"text":3162,"spans":3163,"direction":51},"Employees have the right to see these measurements",[],{"type":1052,"text":3165,"spans":3166,"direction":51},"The gender pay gap should be below 5% (after accounting for objective, gender-neutral factors)",[],{"type":1052,"text":3168,"spans":3169,"direction":51},"Employers bear the burden of proof in any pay dispute",[],"article_text$5551e7b8-f05a-4d1c-bf53-5d2667fb01c9",{"variation":775,"version":622,"items":3172,"primary":3173,"id":3178,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":3174,"text_size":1602,"background_color":1603},[3175],{"type":765,"text":3176,"spans":3177,"direction":51},"Keep reading",[],"article_text$e1ef84df-4646-461d-8fd6-7ead1caa95bd",{"variation":775,"version":622,"items":3180,"primary":3181,"id":3194,"slice_type":1632,"slice_label":5},[],{"section_id":5,"image":3182,"content":3185,"link_url":3192,"link_label":3193,"background_color":626},{"dimensions":3183,"alt":1123,"copyright":5,"url":1124,"id":1125,"edit":3184},{"width":25,"height":26},{"x":31,"y":31,"zoom":32,"background":33},[3186,3189],{"type":678,"text":3187,"spans":3188,"direction":51},"Looking for an easy-to-understand breakdown of the EU Pay Transparency Directive?",[],{"type":36,"text":3190,"spans":3191,"direction":51},"Our eGuide gives you the clarity, strategies, and tools you need to understand the requirements you'll need to comply with by June 2026.",[],{"link_type":48,"key":2465,"url":1593},"Get your free copy now","article_image_and_text$0f425142-7d83-48e8-82e7-fc801bbffa94",{"variation":775,"version":622,"items":3196,"primary":3197,"id":3224,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":3198,"text_size":1602,"background_color":626},[3199,3202,3208,3216],{"type":36,"text":3200,"spans":3201,"direction":51},"We’ve also been updating the following resources:",[],{"type":36,"text":3203,"spans":3204,"direction":51},"📖 The pocket guide provides an overview of the Directive’s requirements and key concepts.",[3205],{"start":3206,"end":1228,"type":46,"data":3207},7,{"link_type":48,"url":2934,"target":1533},{"type":36,"text":3209,"spans":3210,"direction":51},"📖 For a step-by-step compliance plan, we’ve created a readiness checklist available for free download.",[3211,3213],{"start":2385,"end":3212,"type":42},37,{"start":1103,"end":3214,"type":46,"data":3215},102,{"link_type":48,"url":2466,"target":50},{"type":36,"text":3217,"spans":3218,"direction":51},"🎙️ If you’d like access to an expert discussion today, you can watch our 2025 EU Pay Transparency Directive webinar on-demand.",[3219],{"start":3220,"end":3221,"type":46,"data":3222},74,116,{"link_type":48,"url":3223,"target":1533},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fon-demand-webinar-eu-pay-transparency-directive-02jul25","article_text$60b71e53-533e-440f-ac72-3f7116a23a4d",{"variation":775,"version":622,"items":3226,"primary":3227,"id":3238,"slice_type":1605,"slice_label":5},[],{"section_id":5,"content":3228,"text_size":1842,"background_color":625},[3229],{"type":36,"text":3230,"spans":3231,"direction":51},"We’ve helped some of the world’s leading companies close pay gaps, embed pay transparency into their compensation processes, and comply with the EU Pay Transparency Directive. Learn how we can help you simplify global compliance and reduce risk.",[3232,3235],{"start":1980,"end":2438,"type":46,"data":3233},{"link_type":48,"url":3234,"target":50},"https:\u002F\u002Fwww.beqom.com\u002Fsuccess-stories",{"start":2081,"end":3236,"type":46,"data":3237},185,{"link_type":48,"url":1841,"target":50},"article_text$fe26fa5b-916d-46e1-bddd-6c6178841ecb","EU Pay Transparency Directive Transposition by Country","On this page, we’re tracking EU member states’ progress towards implementation of the EU Pay Transparency Directive into national law.",{"dimensions":3242,"alt":1144,"copyright":5,"url":3243,"id":1146,"edit":3244},{"width":25,"height":26},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ025c5bqstJ978wA_beqom_TranspositionMap_PrismicBanner.jpg?auto=format,compress&rect=0,0,2400,1260&w=2400&h=1260",{"x":31,"y":31,"zoom":32,"background":33},"EU Pay Transparency Directive Transposition Tracker","This page monitors the progress of EU member states in implementing the EU Pay Transparency Directive into national law.","Monitor EU Pay Transparency Directive Transposition Here","Follow along as we document how EU member states are advancing towards adopting the EU Pay Transparency Directive.","3f9f504","All Rights Reserved"]