EU Pay Transparency Directive

EU compliance,
sorted.

The EU Pay Transparency Directive comes into force in 2026. RisoraHR automates every requirement — pay gap reporting, employee pay information portals, and audit-ready exports.

What is it?

The EU Pay Transparency Directive — explained simply.

Directive 2023/970 requires EU employers to be open about pay, close pay gaps, and give employees the right to know what their colleagues earn.

Art. 5
Pay transparency before employment
Employers must provide pay or pay range information in job postings or before interviews. Candidates cannot be asked about their pay history.
✓ RisoraHR: Pay band publishing for job posts
Art. 7
Right to information for workers
Employees can request information on their individual pay level and average pay levels, broken down by gender, for workers doing the same work.
✓ RisoraHR: Employee self-service pay portal
Art. 9
Pay reporting obligations
Companies with 100+ employees must report gender pay gap data annually. Companies with 150–249 employees from 2027; 100–149 employees from 2031.
✓ RisoraHR: Automated annual pay gap reports
Art. 10
Joint pay assessment
If reported pay gap exceeds 5% and cannot be justified by objective, gender-neutral criteria, employers must conduct a joint pay assessment with worker representatives.
✓ RisoraHR: Triggered workflow + gap analysis
Key Deadlines

When does it apply to you?

The Directive was adopted in May 2023. Member states must transpose it into national law by 7 June 2026.

✓
May 2023
Directive adopted
EU Pay Transparency Directive (2023/970) officially published in the EU Official Journal.
Done
🏗
Now → June 2026
National transposition period
EU member states are transposing the Directive into national law. Now is the time to prepare your data and systems.
Prepare now
📋
June 7, 2026
Directive comes into force
Companies with 250+ employees must report pay gap data. Pay information rights for employees begin. Job adverts must include pay information.
250+ employees
📋
2027
Extended to 150–249 employees
Companies with 150–249 employees must submit their first pay gap report.
150–249 employees
📋
2031
Extended to 100–149 employees
Companies with 100–149 employees enter the full reporting cycle every 3 years.
100+ employees
How RisoraHR helps

Everything covered, automatically.

Pay Gap Reporting

Generate your EU report in minutes.

RisoraHR calculates your organisation's pay gap across all required dimensions and generates a submission-ready report — no manual work, no consultants.

  • ✓Gender pay gap by department, role, and seniority
  • ✓Mean and median pay gap calculations
  • ✓Bonus and variable pay gap tracking
  • ✓Export in formats required by member states
Pay Equity Report — Q2 20253/4 Compliant
DepartmentHeadcountPay GapStatus
Engineering681.8%✓ Met
Sales422.4%✓ Met
Operations555.1%⚠ Review
Marketing311.2%✓ Met
Legal & Finance510.9%✓ Met
✓ 3 of 4 departments fully compliant · Export PDF →
Employee Pay Portal

Give employees the information they're entitled to.

Article 7 of the Directive requires employers to provide employees with their pay level and average pay levels for comparable roles. RisoraHR automates this entirely.

  • ✓Self-service employee portal for pay information requests
  • ✓Anonymised comparison data across comparable roles
  • ✓Request tracking and response audit log
  • ✓Deadline reminders (employers have 2 months to respond)
Pay Information RequestFulfilled in 2 days
Request from: J. Hoffman, Engineering
Requested: Avg pay for comparable roles
Response (anonymised)
Your salary€68,000
Median for role€71,500
Based on 12 comparable employees
✓ Request fulfilled · Response sent 18 Apr 2025
FAQ

Compliance questions, answered.

Does the Directive apply to companies outside the EU?+
The Directive applies to all employers with employees in EU member states — regardless of where the company is headquartered. If you have EU employees, you need to comply.
What happens if we don't comply?+
Penalties are set by individual member states and are expected to include significant fines. Additionally, employees can bring claims in national courts, and non-compliance can result in reputational damage.
What counts as a "pay gap" under the Directive?+
The Directive focuses on the gap between average pay for male and female workers doing "work of equal value" — meaning the same or comparable roles, taking into account factors like seniority and experience. It includes base pay, bonuses, and variable components.
Can we use RisoraHR for the actual regulatory submission?+
RisoraHR generates reports in the data formats required by the relevant member state authorities. You then submit directly to the relevant national authority. We're working on direct integrations with national portals where APIs are available.
We have fewer than 100 employees — do we need to do anything?+
The formal pay gap reporting obligation only applies to companies with 100+ employees. However, the pay information rights (Article 5 and 7) apply to all employers from June 2026. We recommend smaller companies use RisoraHR to stay proactively prepared.
The 2026 deadline is approaching

Get compliant
before you have to.

Don't wait for the audit. Set up RisoraHR today and have your compliance data ready well before the deadline.

Up and running in under a day