Pay transparency rules in Italy
Yes. Italy is one of the first EU member states to have the rules in force, from 7 June 2026, under Legislative Decree No. 96/2026: pay in job ads, a salary-history ban, a right to pay information, and gender pay-gap reporting for larger employers.
Italy is one of the first EU member states to transpose the EU Pay Transparency Directive (Directive (EU) 2023/970). Legislative Decree No. 96 of 7 May 2026 (D.Lgs. 96/2026), published in the Official Gazette on 1 June 2026, applies from 7 June 2026. Employers must give the initial pay or pay range, on objective gender-neutral criteria, before interview and cannot ask candidates about current or past pay, even indirectly or through agencies. Employees may request, once every 12 months, their own pay level and the average pay by sex for comparable roles, with a written reply within two months. Employers with 100 or more staff report their gender pay gap on the Directive schedule, and an unjustified average gap of at least 5 percent in a worker category that is not corrected within six months triggers a joint pay assessment. Sanctions run through Italy’s Equal Opportunities Code.
What is in force in Italy?
From 7 June 2026, employers must show pay in job ads, cannot ask about salary history, must answer pay-information requests, and (at 100+ staff) report their gender pay gap.
Legislative Decree No. 96/2026 applies from 7 June 2026. Job adverts must give the initial pay or pay range on objective, gender-neutral criteria, and employers cannot ask candidates about current or past pay, even indirectly or through agencies. Employees can request their pay level and average pay by sex for comparable roles once every 12 months, with a written reply within two months.
Who reports, and when?
Employers with 100 or more staff report on the Directive schedule: 250+ annually with a first report by 7 June 2027; 150 to 249 every three years from 7 June 2027; 100 to 149 every three years from 7 June 2031.
An unjustified average pay gap of at least 5 percent in a worker category, not corrected within six months, triggers a joint pay assessment with worker representatives.
What are the penalties?
Sanctions run through Italy’s Equal Opportunities Code, including administrative fines reported around EUR 5,000 to 10,000, plus possible loss of public benefits and exclusion from public tenders for up to two years.
Penalties are applied under Article 41 of the Equal Opportunities Code (D.Lgs. 198/2006). Reported fines are in the region of EUR 5,000 to 10,000 for violations, with revocation of public benefits and, in serious or repeated cases, exclusion for up to two years from public procurement and financing facilities.
How does this work if you hire through an EOR?
Teamed is the legal employer in Italy, so these in-force duties sit with Teamed: compliant pay in job ads, the salary-history ban, pay-information replies, and reporting where it applies.
At a glance
| Pay shown in job ads | Required |
|---|---|
| Salary-history question banned | Yes |
| Gender pay-gap reporting from | 100+ employees (phased) |
| First report due | 7 June 2027 (250+ and 150 to 249); 7 June 2031 (100 to 149) |
| Penalties | Administrative fines around EUR 5,000 to 10,000 (Art. 41, D.Lgs. 198/2006) |
Key figures
| Detail | Value |
|---|---|
| Transposing instrument | Legislative Decree No. 96 of 7 May 2026 (D.Lgs. 96/2026) (source) |
| In force from | 7 June 2026 (published in the Official Gazette on 1 June 2026) (source) |
| Pay in job ads | Required: initial pay or pay range on objective gender-neutral criteria (source) |
| Salary-history ban | Prohibited to ask candidates about current or past pay, even indirectly or via agencies (source) |
| Right to pay information | Employees may request, once every 12 months, their pay level and average pay by sex for comparable roles; written reply within 2 months (source) |
| Reporting threshold and first reports | 100+ employees, phased: 250+ first report by 7 June 2027 (annual); 150 to 249 by 7 June 2027 (every 3 years); 100 to 149 by 7 June 2031 (source) |
| Penalties | Administrative fines around EUR 5,000 to 10,000 under Article 41 of the Equal Opportunities Code (D.Lgs. 198/2006); plus loss of public benefits and up to 2 years exclusion from public tenders (source) |
Frequently asked questions
Is the EU Pay Transparency Directive in force in Italy?
Yes. Italy is one of the first member states to have the rules in force, from 7 June 2026, under Legislative Decree No. 96/2026.
Can we ask an Italian candidate about their current pay?
No. Employers cannot ask candidates about current or past pay, even indirectly or through agencies, and must give the initial pay or pay range before interview.
When does an Italian employer first report its gender pay gap?
Employers with 250 or more staff make a first report by 7 June 2027, those with 150 to 249 also by 7 June 2027 (then every three years), and those with 100 to 149 by 7 June 2031.
Pay transparency is moving at different speeds across the EU. When Teamed is your legal employer in Italy, these duties sit with us: compliant pay ranges, the salary-history rule, employee pay-information requests, and reporting where it applies. We track the law as it changes so your hiring stays compliant.
