Pick your role. Each section maps to actual Articles in the directive. Where local law sharpens an obligation we'll surface it on the country page.
Define objective, gender-neutral criteria for what constitutes equal work and work of equal value. Skills, effort, responsibility and working conditions are the minimum criteria. Your job architecture must be able to defend why two roles sit at the same or different levels.
Job applicants have a right to information on the initial pay or pay range of the position. You cannot ask applicants about their pay history. Job titles and vacancy notices must be gender-neutral.
Make the criteria used to determine pay, pay levels and pay progression easily accessible to all workers. Employers with fewer than 50 workers may be exempt from the progression piece — check local transposition.
Workers may request, in writing, their individual pay level and average pay levels broken down by sex for workers doing the same work or work of equal value. You must respond within the statutory window (default: 60 days; local rules may shorten this).
Employers ≥250: report annually starting 7 June 2027. 150–249: every three years starting 7 June 2027. 100–149: every three years starting 7 June 2031. Report includes overall mean/median gap, gap in complementary/variable components, proportion of women/men receiving variable components, and the gap per category of workers.
Triggered when reporting shows a pay gap of at least 5% in any category of workers, the gap is not justified on objective gender-neutral factors, and the employer has not remedied it within six months. Conducted in cooperation with worker representatives.