The numbers of gender inequality

Gender pay gap

Wage transparency: transposition of the EU directive by 7 June

by Maria Paola Mosca

8 March 2026

3' min read

Translated by AI

Versione italiana

3' min read

Translated by AI

Versione italiana

As of 7 June, the Wage Transparency Directive comes into force in the European Union, a Community effort to fulfil the coveted principle of equal pay for equal work. Among other things, the regulation aims to level out the gender pay gap, one of the main factors of inequality between male and female workers. According to Eige, the EU Institute for Gender Equality, European women earn 77% of what Europeans get annually.

Within a few months in Europe, companies with more than 100 employees will have to provide information on wages in job advertisements, indicate the expected compensation for different positions to those hired. And submit regular reports on the gender pay gap. In cases where a difference of more than 5 per cent is found that has not been corrected within six months, company wage verification processes will be initiated. From June, the burden of proof is also shifted: from then on, it will be up to the employer to prove that he has not violated the rules.

By setting strict parameters, this standard transforms the issue of wage equity from a vague corporate social responsibility (CSR) to a mathematical requirement and forces states to make even substantial changes to their laws. Despite the approaching deadline, however, only a handful of countries are so far well advanced in aligning themselves with the demands. And while many are active in updating processes, in seven countries there are still no formal transposition plans.

Among the 27 EU countries, Malta and Poland are the closest to meeting the June deadline. Belgium is also not too far away. Here on a national scale there are salary reporting obligations which, if not respected, lead to specific sanctions. At regional level, in the French-speaking area parts of the directive are already in force, but only for the public sector. Whereas in the Flemish region, a preliminary draft for alignment with the European guidelines has been approved.

A unique case is that of the Netherlands. A few months ago, the nation announced the postponement of the transposition deadline to 1 January 2027. At the end of 2025, however, the European Commission rejected the postponement, warning that a delay would lead to infringement proceedings against the nation. Today the situation is evolving, also given the recent installation of the new government. Meanwhile, The Hague has proposed a plan to amend three laws that, among other things, prohibit companies from asking applicants for their salary history. In addition, for companies with more than 250 employees, reporting should in any case become mandatory from this year.

Looking at the more populous EU countries, France presented a draft law which, in addition to the obligation of pay transparency at every stage of the employment relationship, envisages the revision of the current professional equality index. However, the process has come to a temporary halt: while the intention to pass the proposal to Parliament by the summer had been announced, the presentation meeting to the trade unions and employers' associations scheduled for the end of January has meanwhile been postponed. Without, however, an alternative date as yet.

In Germany, the commission of experts appointed by the government last summer presented its proposals for a legislative update a few months ago - with changes concerning, for example, recruitment processes and the obligation of joint wage assessment with employee representatives. If the Council of Ministers approves the text in the vote scheduled for a few days, the plan will be evaluated by the Bundesrat, the German Federal Council.

Spain starts from a regulatory basis that is already quite advanced: since 2021 there are instruments such as the company pay register, wage audits and equality plans for companies, which anticipate some principles of the European directive. The major updating work here will concern pre-employment transparency, e.g. the obligation to indicate salary ranges in advertisements and the ban on asking for salary history.

Thanks to the Equal Pay Act of 2021, Italia is partially compliant with EU requirements. However, the country lacks certain provisions, for example, on the right to information and protection. In February, a draft update was submitted to Parliament, which will have until 18 March to give its opinion. From there, the text will then return to the Council of Ministers for final approval.