The EU Pay Transparency Directive gives employees the right to request pay information. HR needs a clear process for answering pay information requests, and it needs one now.

The EU Pay Transparency Directive sets strict pay gap reporting obligations for employers with 100+ employees. Here’s how to calculate and interpret pay gaps correctly.

When the directive enters force, employees gain the right to request pay comparison information. Here’s what that means for employers — and how to prepare for those requests.

The EU Pay Transparency Directive changes recruitment, pay setting, pay reporting, and how salaries are discussed. Here’s what it requires from employers — and how to prepare.

The EU Pay Transparency Directive changes recruitment. Employers must share pay or pay ranges with candidates early — before negotiations, and equally for everyone.

The EU Pay Transparency Directive doesn’t force you to publish pay in job ads, but the starting pay or range must be disclosed before the first interview. For many employers, publishing it is the easiest and smartest option.

Sweden has rapidly initiated its response to the EU Pay Transparency Directive (EU 2023/970). As one of the first EU member states to take concrete steps, Sweden already submitted a comprehensive proposal in the form of a government inquiry report, although formal legislation is still forthcoming. What’s happened so far The Swedish Government Inquiry — … Continued

Finland is among the first EU countries to act on the Pay Transparency Directive (EU 2023/970). A draft bill was published in May 2025 after a tripartite working group, and it will reach parliament in autumn 2025, ahead of the EU’s June 2026 deadline.