Latvia Pay Transparency Law: EUPTD Transposition Status
Local term: darba samaksas pārredzamība
As of 28 September 2026: Latvia's Ministry of Welfare published a draft Pay Transparency Law in March 2026. The consultation closed on 9 April 2026 and the bill must still pass Cabinet and the Saeima.
Status snapshot
| Status | Draft published |
|---|---|
| National instrument | Draft Pay Transparency Law prepared by the Ministry of Welfare. |
| Official source | Ministry of Welfare: Pay Transparency Directive |
Pay gap reporting required before the Directive
Other existing requirements that relate to the Directive
Job advertisements must already state the gross pay or an hourly-rate range, under Section 32(3)(2) of the Labour Law (Darba likums), in force since 28 November 2018. This applies to all employers, with no separate gender pay gap reporting duty.
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.
Employee right to request pay information
Under the draft bill, employees may request their own pay and comparator pay, with a 2-month employer response deadline matching the Directive's default. Unlike some other draft laws, Latvia's does not restrict direct disclosure to the employee where a comparator group is small, routing it instead only through representatives or authorities. The Cabinet must set detailed request procedures by 1 May 2027.
Things to work on now
- Priority for Latvia. The draft requires job adverts to show base pay plus bonuses and other pay elements. Check your Latvian adverts can show total pay.
- 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).
- Clean your data first. Article 9 reporting is only as good as the pay data behind it. Prioritise getting records complete and consistently structured by gender, job category and pay component, so a trial calculation is meaningful.
- 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
- 26 March 2026Draft published
- 9 April 2026Consultation closes
- PendingCabinet and Saeima stages
Frequently asked questions
Has Latvia transposed the EU Pay Transparency Directive?
Latvia's Ministry of Welfare published a draft Pay Transparency Law in March 2026. The consultation closed on 9 April 2026 and the bill must still pass Cabinet and the Saeima.
When does gender pay gap reporting start in Latvia?
Reporting under the Directive (Article 9), including gaps by category of workers, is not yet legislated in Latvia.
What should employers in Latvia do now?
The draft requires job adverts to show base pay plus bonuses and other pay elements. Check your Latvian adverts can show total pay. 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.