Further steps taken / final stages of implementation
The Directive’s implementation is now underway at Parliament level, which is expected to vote on the bill (which was published in September 2025) in Q1 2026 (by end of January / first half of February at the latest). The proposed date for the bill to come into effect is currently set for 7 June 2026, although this could change during the legislative process, as may the text of the bill itself.
The bill itself is aligned with the Directive. The key changes which will be brought about are: a) transparency already in the recruitment process, b) obligation of employers to introduce transparent remuneration structures, c) employee's right to pay information about the average salaries paid at the employer in his/her category – broken down by gender, d) mandatory reporting on pay gaps for employers with at least 100 employees, and e) mandatory joint pay assessments for identified pay gaps if the report shows an unjustified gender pay gap of at least 5%.
