Resources · FAQ
Questions employers and employees actually ask.
Short, plain answers with the relevant article.
When does the Directive apply?
Member states had to transpose it by 7 June 2026. The first reports are due by 7 June 2027 (Art. 34, Art. 9).
Does it apply to small employers?
Yes. Recruitment rules and the right to information apply to all employers (Art. 5, 7). Reporting starts at 100 employees (Art. 9).
What counts as pay?
Base pay and all variable and in-kind components (Art. 3).
Do we have to publish salaries?
No. You share ranges with applicants and averages on request — not individual salaries (Art. 5, 7).
What happens to my salary when bands are introduced?
Below the minimum, it is usually raised. Inside the band, nothing changes. Above the maximum, it is protected but excluded from increases until the band catches up.
Does part-time or parental leave slow my progression?
It must not do so without justification. Employers need a written rule on how leave and part-time count (Art. 6).
Why does my colleague in the same grade earn more?
There must be an objective, gender-neutral reason — and you have the right to ask (Art. 7).
Can my employer still pay above the band?
Yes, as a documented exception with a reason and usually an end date.
Official sources
European Commission services, FAQ on the Pay Transparency Directive – preliminary views, not an official position. Only the CJEU interprets EU law.
- The Directive text is the legal basis.
- The Commission's FAQ gives preliminary guidance on how its services read the Directive.
Directive (EU) 2023/970 · EUR-Lex European Commission FAQ (via EU action for equal pay)