Italy Pay Transparency Law: EUPTD Transposition Status
Local term: trasparenza retributiva
As of 28 September 2026: Italy has transposed the Directive through Legislative Decree No. 96/2026, in force since 7 June 2026. First gender pay gap reports are due by 7 June 2027 for employers with 150+ employees. Ministerial decrees on reporting details are still expected.
Status snapshot
| Status | Enacted |
|---|---|
| National instrument | Legislative Decree No. 96/2026, in force from 7 June 2026. Ministerial decrees on reporting details are expected. |
| Official source | Legislative Decree No. 96/2026 (Normattiva) |
Pay gap reporting required before the Directive
Biennial report on the staff situation
| Who reports | Employers with 50+ employees |
|---|---|
| How often | Every two years |
| What is reported | Headcount, recruitment, training, promotions and pay by gender |
| Published or internal | Submitted online to the Ministry of Labour and shared with union representatives and the equality adviser |
| Legal basis | Legislative Decree 198/2006, article 46 (as amended by Law 162/2021) |
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.
| Employees | First report | Frequency |
|---|---|---|
| 250+ | 7 June 2027 (2026 data) | Annually |
| 150–249 | 7 June 2027 (2026 data) | Every three years |
| 100–149 | 7 June 2031 (2030 data) | Every three years |
| Under 100 | No obligation | Voluntary |
Ministerial decrees setting out reporting details are expected.
Things to work on now
- Priority for Italy. Pre-employment and right-to-information obligations are already in force. Check Italian job adverts and recruitment scripts now.
- Priority for Italy. Watch for the ministerial decrees on reporting format and align your 2026 dataset once published.
- Pre-employment pay information. Give candidates the starting pay or pay range before interview and remove pay history questions from forms and interview guides (Directive Article 5).
- Right to information. Set up a process to answer employee requests for their pay and average pay by gender for the same or equal-value work within the national deadline (Article 7).
- Pay structures. Document gender-neutral job evaluation and pay structures that show which roles are work of equal value (Article 4).
- Pay and progression criteria. Make the criteria used to set pay, pay levels and progression easily accessible to staff (Article 6).
- Pay secrecy. Remove contract terms that stop employees disclosing their pay (Article 7(5)).
Legislative timeline
- 30 April 2026Council of Ministers approves the decree
- 1 June 2026Published in the Official Gazette
- 7 June 2026Enters into force
Frequently asked questions
Has Italy transposed the EU Pay Transparency Directive?
Italy has transposed the Directive through Legislative Decree No. 96/2026, in force since 7 June 2026. First gender pay gap reports are due by 7 June 2027 for employers with 150+ employees. Ministerial decrees on reporting details are still expected.
When does gender pay gap reporting start in Italy?
Some reporting already applies under national law: employers with 50+ employees submit a report on their staff situation by gender every two years. Under Italy's law, Directive (Article 9) reporting, including gaps by category of workers, applies as follows: employers with 250+ employees: 7 June 2027 (2026 data); employers with 150–249 employees: 7 June 2027 (2026 data); employers with 100–149 employees: 7 June 2031 (2030 data).
What should employers in Italy do now?
Pre-employment and right-to-information obligations are already in force. Check Italian job adverts and recruitment scripts now. Watch for the ministerial decrees on reporting format and align your 2026 dataset once published. Give candidates the starting pay or pay range before interview and remove pay history questions from forms and interview guides (Directive Article 5).