The EU Pay Transparency Directive is already in force, but the obligations arrive in stages. Here are the dates employers should have in their planning.
7 June 2026 — national transposition
By this date, EU Member States must have brought the Directive into national law. From then on, recruitment pay transparency and workers' right to pay information apply under each country's rules — which may go further than the Directive minimum.
7 June 2027 — first pay gap reports
Employers with 250 or more workers report their gender pay gap for the first time, and report annually thereafter. Employers with 150 to 249 workers also report for the first time, then every three years. Employers with 100 to 149 workers follow by 7 June 2031.
What to do now
Confirm the headcount and reporting band for each legal entity, estimate your gender pay gap early, and make sure pay-setting criteria are objective, documented and gender-neutral. Starting early leaves time to understand and address any differences before the first report is due.
Want your exact reporting band and first deadline? Try the free reporting deadline calculator.
See where your organisation stands
Answer a few questions to get a free readiness assessment and a downloadable PDF summary.