Finland Pay Transparency Law: EUPTD Transposition Status
Local term: palkka-avoimuus
As of 28 September 2026: Finland's government proposal HE 129/2026 vp is before Parliament. It was submitted on 9 July 2026 and targets entry into force on 1 January 2027.
Status snapshot
| Status | Draft published |
|---|---|
| National instrument | Government Proposal HE 129/2026 vp amending the Act on Equality between Women and Men. |
| Official source | Government Proposal HE 129/2026 vp (Eduskunta) |
Pay gap reporting required before the Directive
Pay survey within the equality plan
| Who reports | Employers with 30+ employees |
|---|---|
| How often | At least every two years |
| What is reported | Pay by gender across job classifications, and the reasons for any differences |
| Published or internal | Internal. Prepared with staff representatives and shared with employees |
| Legal basis | Act on Equality between Women and Men, sections 6a and 6b |
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 Finland. Extend your existing equality plan pay survey so it can produce the Directive's indicators by category of workers.
- Map the draft. Compare the published draft with your current practice and note where it goes further than the Directive.
- 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). This is needed whatever the final text says.
- Pay ranges. Agree pay ranges for roles so you are ready for pre-employment disclosure (Article 5).
- Shadow reporting. Run a trial gender pay gap calculation on 2026 data using the Directive's Article 9 indicators, including by category of workers.
- Remediation budget. Model the cost of closing unexplained gaps of 5% or more, which would trigger a joint pay assessment (Article 10).
Legislative timeline
- 9 July 2026Government proposal submitted to Parliament
- 15 September 2026Parliamentary consideration begins
- 1 January 2027Target entry into force
Frequently asked questions
Has Finland transposed the EU Pay Transparency Directive?
Finland's government proposal HE 129/2026 vp is before Parliament. It was submitted on 9 July 2026 and targets entry into force on 1 January 2027.
When does gender pay gap reporting start in Finland?
Some reporting already applies under national law: employers with 30+ employees carry out a pay survey as part of their equality plan at least every two years. Reporting under the Directive (Article 9), including gaps by category of workers, is not yet legislated in Finland.
What should employers in Finland do now?
Extend your existing equality plan pay survey so it can produce the Directive's indicators by category of workers. Compare the published draft with your current practice and note where it goes further than the Directive. Build or review gender-neutral job evaluation so you can group roles into categories of workers doing work of equal value (Article 4). This is needed whatever the final text says.