Dentons’ new tracker helps companies monitor implementation of EU Pay Transparency Directive across 12 EU States

Despite the fact that the deadline for transposing the EU Equal Pay and Pay Transparency Directive has passed, many EU States have yet to implement the directive into national law. This uncertainty as to when and how the Pay Transparency Directive will be implemented presents a challenge to European employers in terms of compliance planning.

To address this challenge and help HR teams navigate these developments, global law firm Dentons has launched a new EU Pay Transparency Directive Tracker, which provides a brief summary of the implementation of the directive across 12 EU Member States. The tracker will be updated regularly with legislative developments, draft bills, guidance and enforcement updates, so that HR and legal teams can plan ahead rather than react.

The tracker covers:

• Implementation status and timelines
• Whether local laws go beyond the Directive
• Changes to existing labor and equality frameworks
• Reporting obligations, thresholds and authorities
• Required employee involvement and any collective arrangements
• Sanctions, enforcement trends and likely impacts on employee claims

"Our EU Pay Transparency Directive tracker helps employers identify key differences between jurisdictions, including which countries are taking a limited approach to pay transparency, and which are extending the Directive's requirements into broader anti-discrimination or equal pay regimes," said Davide Boffi, Europe Employment and Labor Leader at Dentons. "In addition to providing this free monitoring tool, our Employment and Labor team across Europe can support employers in mapping obligations across relevant jurisdictions and developing European and global policies and processes that align with local requirements."

Under the EU Pay Transparency Directive, employers must disclose starting salary ranges to job applicants and are prohibited from asking for their salary history. Organizations must also grant current employees the right to request average pay data broken down by gender for work of equal value while providing clear, gender-neutral criteria for career and pay progression. Furthermore, companies with 100 or more employees must publicly report their gender pay gap and perform a joint pay assessment in case of an unjustified gap of 5% or more.

The tracker is available at: https://www.dentons.com/eupaytransparency.

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