The EU Pay Transparency Directive does not only apply during recruitment. It gives current employees concrete rights to information about their pay, and places matching duties on employers.
The right to request pay information
Workers can ask for information about their individual pay level and the average pay levels, broken down by sex, for categories of workers doing the same work or work of equal value. Employers must respond within a reasonable time and must inform workers of this right every year.
No more pay secrecy
Contractual clauses that prevent workers from disclosing or discussing their pay are not permitted. Workers must be free to share their own pay for the purpose of enforcing the principle of equal pay.
What employers should prepare
Make sure you can produce individual and average pay figures by category, that your pay-setting and progression criteria are objective, gender-neutral and — for larger employers — easily accessible, and that annual reminders about the information right are built into your HR processes.
See how these duties fit alongside recruitment and reporting obligations in our full employer guide.
See where your organisation stands
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