EU Pay Transparency Directive Tracker

Where every EU Member State stands on transposing Directive (EU) 2023/970, when gender pay gap reporting starts, and what employers should work on now.

Last updated 28 September 2026
  • 28 September 2026Added pay gap reporting required under national law before the Directive.
  • 28 September 2026Page published. Status checked against official and published legal sources.

As of 28 September 2026: the 7 June 2026 transposition deadline has passed. 5 of 27 Member States have enacted transposing laws, 12 have published draft legislation, and 10 have no draft legislation yet.

Build my priority plan

Responsible for more than one country? Select where you employ people and roughly how many. We will rank your jurisdictions into Act now, Prepare and Monitor.

1. Where do you employ people?

All 27 Member States

Frequently asked questions

What is the EU Pay Transparency Directive?

Directive (EU) 2023/970 requires employers in EU Member States to share pay information with candidates and employees, use gender-neutral pay structures, and report gender pay gaps. Member States had to transpose it into national law by 7 June 2026.

Which countries have transposed the Pay Transparency Directive?

As of 28 September 2026, 5 Member States have enacted transposing laws: Greece, Italy, Lithuania, Malta, Slovakia. 12 have published draft legislation.

When is the first gender pay gap report due?

Under the Directive, employers with 150 or more workers report by 7 June 2027 on 2026 data. Employers with 250+ then report annually; those with 100 to 249 every three years, with 100 to 149 first reporting by 7 June 2031. National law can set different dates.

What if my country has not transposed the Directive yet?

The Directive's minimum requirements will still have to appear in national law, so work on gender-neutral job evaluation, pay ranges and pay gap data is not wasted. Existing national equal pay and reporting rules continue to apply.

Reviewed by Jenny Winspear, founder of Bridgit Pay. HCPC-registered Occupational Psychologist, CIPD-qualified, with government advisory experience on pay gap legislation.

This tracker summarises legislative progress for information only and is not legal advice. Check the official source on each country page before acting.

Get your plan by email

We will send you a copy of your priority plan and let you know when the law changes in any of your countries.