EU Pay Transparency Directive Sets New Salary Disclosure Rules for Employers

The European Union's new Transparency of Pay Directive requires all member states to adopt national measures by 7 June 2026. Employers must publish the salary range or initial wage for a vacancy before interviews and are prohibited from asking candidates about their previous earnings. Workers can request information on their own pay and on average gender‑based remuneration for comparable jobs. Companies with at least 100 employees must report gender pay‑gap data, and any unexplained gap of 5% or more triggers a mandatory pay‑evaluation and possible corrective actions. Non‑compliance can lead to sanctions, and employees who face discriminatory pay can seek compensation through courts or equality bodies.

In Greece, the implementing law mirrors the EU rules: job advertisements must be gender‑neutral and disclose salary ranges, and firms of various sizes have staggered reporting obligations (yearly for 250+ staff, every three years for smaller firms). Employers must maintain documented, gender‑neutral pay structures and provide accessible pay information to all employees, including those with disabilities. The measures aim to reduce the EU’s average gender pay gap of 11.1% and strengthen accountability for equal remuneration.