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Pay transparency in Latvia

Published draft Last verified 7 August 2026 High confidence

  • Pay information requests Pending

    Employees can ask for their own pay level and the averages for colleagues doing equal or equal-value work, broken down by sex.

Latvia has published a draft Pay Transparency Law meant to bring the EU Pay Transparency Directive into national law. The draft is out for review, but it is not yet enacted, so none of its employer obligations are binding today.

The official text, draft 26-TA-700, went through public consultation from 26 March to 9 April 2026. The plan is for the law to apply nationwide, covering both public and private employers, but it still needs to move through the Cabinet and then the Saeima before it becomes law.

Several core details, including the employee pay information right, the salary range rule and any salary history ban, are not yet defined in the published material. The reporting model is proposed as employer-calculated, but that too could change before the law is finalized.

The measure

Law or measure
Draft Pay Transparency Law implementing Directive (EU) 2023/970
Core obligations start
Pending
Who is covered
The planned law is intended to cover public and private employers

What the law requires

We are still verifying the detailed requirements against official sources. The confirmed facts appear in the summary above and under Sources.

How Latvia differs from the Directive

Official draft law 26-TA-700 was published for public consultation from 26 March to 9 April 2026.

What this means for employers

Because Latvia’s law is still a draft, you are not yet required to act on it. That said, the direction is clear enough that waiting until the law passes to start thinking about it would leave you scrambling once obligations do land.

  • Track the legislative path: follow the draft as it moves through Cabinet review and the Saeima, since the current text can still change.
  • Treat national details as provisional: the employee pay information right, salary range rule, salary history ban and reporting model are all proposed, not settled, so validate any later version before building processes around them.
  • Note the institutions involved: the Ministry of Welfare and the State Labour Inspectorate are named as competent authorities, and the Ombudsman of the Republic of Latvia is the equality body, so guidance is likely to come through these channels.
  • Start thinking about data readiness: the proposed reporting model is employer-calculated, which suggests you would eventually need reliable internal pay data, even though the details are not final yet.

Enforcement and open questions

Competent authority
Ministry of Welfare; State Labour Inspectorate
Equality body
Ombudsman of the Republic of Latvia
What could still change
The draft is public but not enacted; all substantive country fields remain proposed and subject to amendment.

Common questions

Is Latvia's pay transparency law already in force?

No. It is a published draft, not an enacted law, and the core employer obligations described in it remain proposed. There is currently no confirmed start date for these obligations.

What will Latvia's draft pay transparency law require employers to do?

The draft is meant to implement the EU Pay Transparency Directive, but several specific national choices are not yet defined, including the employee pay information right, the salary range rule and any salary history ban. The reporting model is proposed as employer-calculated, though this could still change.

Who will enforce pay transparency rules in Latvia?

The draft names the Ministry of Welfare and the State Labour Inspectorate as competent authorities. The Ombudsman of the Republic of Latvia is identified as the equality body.

When will pay transparency obligations start in Latvia?

The start date is currently listed as pending, meaning it has not been set. The next step to watch is how the draft progresses through the Cabinet and the Saeima.

Does Latvia's proposed law go beyond what the EU Directive requires?

This is currently unclear based on available information. Until the law is finalized, it is too early to say whether Latvia's approach will be stricter than the EU baseline.

Author

Julius Aho

Co-founder, CTO

Julius Aho is the co-founder and CTO of Evenpay. At Evenpay he is responsible for product, engineering and AI, building the tools that make fair pay the default.