Objective, gender-neutral criteria
Pay and progression rest on criteria you can describe and apply consistently.
Read moreThe Directive · Directive (EU) 2023/970
Equal pay for work of equal value.
The Directive gives force to a principle that has existed since 1957 (Art. 157 TFEU): equal pay for equal work or work of equal value. It does not prescribe a pay model. It requires that whatever model you use is explainable, consistent and gender-neutral.
The Directive strengthens the principle of equal pay between men and women through pay transparency and enforcement (Art. 1).
Employers must have pay structures that let them compare work of equal value using objective, gender-neutral criteria (Art. 4).
Pay includes base pay and all variable and in-kind components: bonuses, overtime pay, allowances, company cars, pension contributions and similar benefits (Art. 3).
Moving differentiation into the bonus therefore does not take it out of scope.
At a glance
Six requirements
Transparent pay bands
Pay structures that allow work of equal value to be compared.
Read moreRight to information
Employees can ask for their pay level and averages by sex.
Read moreRegular gap reporting
Defined gap metrics, including by category of workers.
Read moreWorks council cooperation
Joint pay assessment when an unjustified gap of 5% or more remains.
Read moreCareful documentation
Where pay is opaque, the employer carries the burden of proof.
Read moreTimeline
The dates that set the work plan
- 7 Jun 2023
Directive (EU) 2023/970 enters into force.
- 7 Jun 2026
Deadline for transposition into national law.
- 7 Jun 2027
First reports: 250+ employees annually, 150–249 every three years.
- 7 Jun 2031
First reports for employers with 100–149 employees.