EU Pay Transparency Directive Is Here!

The new “EU Pay Transparency Directive” was approved with a large majority by the European Parliament on March 30, 2023. The directive is a significant step towards closing the gender pay gap, as it includes concrete measures to ensure fair treatment of employees.

One of its key provisions is to grant employees access to necessary information to determine if they are being treated equitably compared to their colleagues in the same company. Additionally, the directive empowers employees with tools to claim their right to equal pay. The member states have three years to implement the directive into their national legislation.

Download Our Guides

Our guides help you navigate the EU’s new directive on pay transparency. Download The Ultimate Pay Transparency Guide for an introduction to the directive. Download Pay Transparency: Do’s and Don’ts to find out everything you need to know about pay transparency and to get clear guidance on how your organization can achieve compliance with the EU directive.


EU Pay Transparency Audit

Our EU Pay Transparency Directive Audit includes a 3-hour workshop with a team of experts from Sysarb who will assess you to map out how the EU pay transparency directive will affect you.

If you do not where to start, this is a perfect way to kickstart your journey towards compliance.

During the workshop, our pay equity consultants will guide you through the directive and together with you map out risks, challenges and an action plan for the next 12-24 months that you can bring to your organization.


EU Pay Transparency Directive Quiz

Our team of experts have put together a 3 min quiz that explores your current challenges and readiness for the new EU Pay Transparency Directive.


Executive Summary

In the job announcement, employers are required to disclose the initial wage level or pay scale.

All employees, regardless of company size, have the right to request information about their individual salary level and the average salary level for employees in the same work category or work of equal value, broken down by gender.

Companies with over 100 employees are obligated to report their gender pay gap publicly.

If a company’s gender pay gap exceeds 5%, a joint pay gap assessment must be conducted with employee representatives.


What Are the Sanctions?

The new regulations provide compensation to employees who have experienced gender pay discrimination, entitling them to receive full recovery of back pay, bonuses, and any related benefits.

If an employer fails to meet their transparency obligations, the burden of proof will be reversed, and it will be up to the employer, not the employee, to prove that there was no wage discrimination.

Member states are required to establish specific sanctions, including fines, for any violations of these regulations.


How EU PTD will transform your workplace

Join us in this free webinar as we delve into the core elements of the EU Pay Transparency Directive and explore its implications for embracing more open salary structures.

Our esteemed hosts, Timmy Lundin and Jon Sannes, discuss on the following focal points:

  • Fundamental components of the EU Pay Transparency Directive
  • Ramifications and prospects for European enterprises
  • Influence on Human Resources and compensation practices
  • Strategies to ready your organization for the era of Pay Transparency