EU salary‑transparency directive starts June 7, prompting new reporting rules in Spain and Italy

The European Union’s salary‑transparency directive (2023/970) entered into force on 7 June. It obliges companies with more than 100 employees – first those with over 250 – to publish gender‑pay‑gap data, disclose salary ranges in job advertisements and refrain from asking candidates about previous wages. Workers may request information on average pay for comparable roles, and firms must respond within two months. A gap exceeding 5 % triggers a joint assessment with trade‑union representatives and possible corrective measures.

In Spain the transposition of the directive has been delayed; the Ministry of Labour is drafting an urgent royal decree, but the required legal text is not yet final, raising concerns about possible EU infringement proceedings. In Italy, the directive was incorporated through Legislative Decree No. 96/2026, applying the same obligations to firms of all sizes, with penalties for non‑compliance.

Industry commentary notes the directive as both a legal requirement and an opportunity. Lourdes Mora, Business Line Manager at TÜV SÜD Iberia, said the rule is “a chance to differentiate and improve competitiveness” while helping organisations achieve internal equity and greater employee trust.