Austria Pay Transparency Law: EUPTD Transposition Status
Local term: Entgelttransparenz
As of 28 September 2026: Austria has not published draft legislation to transpose the EU Pay Transparency Directive. A ministerial draft was reportedly circulated for political coordination in June 2026 but has not gone to public consultation.
Status snapshot
| Status | No draft yet |
|---|---|
| National instrument | No bill published. A ministerial draft was circulated for internal government coordination in June 2026. |
| Official source | No draft legislation published at last check (28 September 2026). |
Pay gap reporting required before the Directive
Income report (Einkommensbericht)
| Who reports | Employers with more than 150 employees |
|---|---|
| How often | Every two years. Due by 31 March of the year after the year it covers |
| What is reported | Number of women and men and their average or median pay by collective agreement or company job grade, adjusted to full-time equivalents |
| Published or internal | Internal. Given to the works council (or made accessible to employees where there is none) and confidential |
| Legal basis | Equal Treatment Act (GlBG), section 11a |
| Official guidance | Toolbox Einkommensbericht (Federal Chancellery) |
When Directive (Article 9) pay gap reporting starts
Article 9 reporting covers seven indicators: the mean and median gender pay gap, the mean and median gap in variable pay, the proportion of women and men receiving variable pay, the proportion of women and men in each pay quartile, and the gender pay gap by category of workers.
Not yet legislated.
Things to work on now
- Priority for Austria. Keep producing your existing biennial income report (more than 150 employees) and stating minimum pay in job adverts: these obligations continue.
- Priority for Austria. Compare your existing income report with the Directive's Article 9 indicators. The Directive requires more (for example, gaps by category of workers and variable pay).
- Use the Directive as your baseline. The Directive sets minimum requirements (Articles 4 to 10) that national law must include, so preparation is not wasted.
- Job architecture. Build or review gender-neutral job evaluation so you can group roles into categories of workers doing work of equal value (Article 4).
- Data readiness. Check your HR and payroll systems can produce the Article 9 indicators, including variable pay and gaps by category of workers.
- Contracts and recruitment. Review pay secrecy clauses and pay history questions now, as these changes carry little cost.
- Review date. Set a date to check for a published bill, as national timelines can move quickly.
Legislative timeline
- 7 June 2026Transposition deadline missed
- June 2026Ministerial draft circulated for internal coordination (not public)
Frequently asked questions
Has Austria transposed the EU Pay Transparency Directive?
Austria has not published draft legislation to transpose the EU Pay Transparency Directive. A ministerial draft was reportedly circulated for political coordination in June 2026 but has not gone to public consultation.
When does gender pay gap reporting start in Austria?
Some reporting already applies under national law: employers with more than 150 employees produce an income report every two years under the Equal Treatment Act. Reporting under the Directive (Article 9), including gaps by category of workers, is not yet legislated in Austria.
What should employers in Austria do now?
Keep producing your existing biennial income report (more than 150 employees) and stating minimum pay in job adverts: these obligations continue. Compare your existing income report with the Directive's Article 9 indicators. The Directive requires more (for example, gaps by category of workers and variable pay). The Directive sets minimum requirements (Articles 4 to 10) that national law must include, so preparation is not wasted.