EU Pay Transparency: transposition tracker
Who is live, who is late, and who is still drafting. The status of the EU Pay Transparency Directive, member state by member state.
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Of the 27 EU member states, only about four had a full national transposing law actually in force by the 7 June 2026 deadline: Italy, Slovakia, Lithuania and Malta. A few others had partial measures in force, such as Poland’s recruitment rules. The large majority, including Germany, France, Spain and the Netherlands, missed the deadline.
Member state status
| Member state | Status | Pay in job ads | Reporting from | First report due |
|---|---|---|---|---|
| Italy | In force | Required | 100+ employees (phased) | 7 June 2027 (250+ and 150 to 249); 7 June 2031 (100 to 149) |
| Lithuania | In force | Yes - salary or range required in job ads (rule since 2019, reinforced) | 100+ insured staff (250+ annual; 100-249 less often) | 1 March 2028 (150+); 1 March 2031 (100-149) |
| Malta | In force | Yes - initial pay or range must be given before recruitment concludes | 100+ workers (250+ annually; 150-249 and 100-149 every 3 years) | 7 June 2027 (100-149 worker band: 2031) |
| Slovakia | In force | Pay or pay range to candidate before interview or contract; gender-neutral adverts (job-ad disclosure not mandatory) | 250+ annually; 100-249 every three years; under 100 exempt | 7 June 2027 for 150+ (covers 1 Aug-31 Dec 2026); 7 June 2031 for 100-149 |
| Poland | Partly in force | Yes (pay or range before first interview; in force 24 December 2025) | Draft (Phase 2; not yet in force) | Draft: 150+ by 7 June 2027 (Phase 2) |
| Bulgaria | Bill in progress | Proposed | Proposed: 250+ annually; 100-249 every 3 years | Proposed: first reports from 7 June 2027 (150+) |
| Cyprus | Bill in progress | Proposed | Proposed: 250+ annually; 100-249 every 3 years; under 100 voluntary | Unknown (not yet enacted) |
| Czechia | Bill in progress | Proposed - employer must give pay or pay range before negotiations (draft, planned 1 Jan 2027) | Proposed: 250+ and 150-249 employees report first; 100-149 from 2031; under 100 exempt | Proposed: 30 Apr 2028 (250+ and 150-249, for 2027); 30 Apr 2031 (100-149, for 2030) |
| Denmark | Bill in progress | Proposed (starting pay or range before interview; not yet in force) | Proposed: 100+ employees core; 50-99 under conditions | Proposed 1 September 2028 for 150+/250+ employers |
| Estonia | Bill in progress | Proposed - pay range before first interview (draft bill, not yet law) | Not yet - reporting postponed; Directive default 100+ staff not yet legislated in Estonia | Not yet - no confirmed Estonian date; reporting deferred |
| Finland | Bill in progress | Proposed | Proposed: 100+ employees | Not yet (law not passed) |
| France | Bill in progress | Proposed (pay range in adverts) | Proposed (existing Index threshold: 50+ employees) | Not set (target in force 1 January 2028) |
| Greece | Bill in progress | Proposed: pay or pay range before interview (not yet in force) | Proposed: 250+ annual; 150-249 every 3 yrs; 100-149 every 3 yrs (from 2031) | Proposed: 7 June 2027 (250+ and 150-249); 7 June 2031 (100-149) |
| Ireland | Bill in progress | Proposed (Head 4 of the draft Bill) | 50+ under the existing Gender Pay Gap Information Act 2021 (Directive thresholds not yet transposed) | Existing regime: around November (June snapshot, published within 5 months). Directive dates not yet set in Irish law |
| Latvia | Bill in progress | Yes (already required since 2018; draft keeps and extends) | Proposed 100+ employees | Proposed 7 June 2027 (250+ and 150-249) |
| Netherlands | Bill in progress | Proposed (pay or range before salary talks; not required in the advert) | Proposed: 100+ employees | Proposed: 7 June 2028 (150+); 7 June 2031 (100 to 149) |
| Romania | Bill in progress | Proposed: pay range before interview, on website or in writing (draft, not in force) | Proposed: 100+ employees, phased (draft, not in force) | Proposed: 7 June 2027 (250+ and 150-249); 7 June 2031 (100-149) |
| Slovenia | Bill in progress | Proposed | Proposed (100+ under draft, mirroring Directive) | Not yet (Directive default 7 June 2027 for 150+) |
| Austria | Not yet transposed | Proposed (not yet in national law; AT already requires minimum pay in ads) | 100+ employees (directive default; not yet enacted) | 7 Jun 2027 for 150+; 7 Jun 2031 for 100-149 (directive default) |
| Belgium | Not yet transposed | Not yet | Proposed (EU: 100+ workers staggered) | 7 June 2027 (EU date; Belgian law pending) |
| Croatia | Not yet transposed | Proposed (Directive requires it; Croatian law not yet passed) | 100+ employees (per Directive; not yet in Croatian law) | 7 June 2027 (250+ and 150-249); 7 June 2031 (100-149) - per Directive |
| Germany | Not yet transposed | Proposed | Proposed (EU baseline: 100+ phased) | Not set (EU baseline: 2027 / 2031) |
| Hungary | Not yet transposed | Proposed | Proposed (Directive: 100+) | Not yet (Directive: 2027) |
| Luxembourg | Not yet transposed | Proposed (not yet law) | 100+ employees (Directive baseline; not yet in LU law) | 7 June 2027 (250+ and 150-249); 7 June 2031 (100-149) - Directive baseline |
| Portugal | Not yet transposed | Not yet (Directive: pay range before interview) | Not yet (Directive: 100+ employees) | Not yet (Directive: 7 Jun 2027 for 150+; 2031 for 100-149) |
| Spain | Not yet transposed | Proposed | Proposed (EU baseline: 100+ phased) | Not set (EU baseline: 7 June 2027 for 250+) |
| Sweden | Not yet transposed | Not yet (proposed: starting salary or range before offer) | Not yet (paused draft proposed 250+ annual; 100-249 every two years) | Not set (draft paused) |
How to read this
Status reflects whether a national law transposing the Directive is in force, partly in force, passed but not yet effective, in progress as a bill, or not yet started. Each row links to the full country page. This tracker is reviewed regularly as member states move, and figures are verified against primary sources on the dates shown.
A note from Teamed
Need this handled for specific markets? When Teamed is your legal employer, transposition duties sit with us, country by country. We keep your hiring and pay practices compliant as each member state moves.
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