Which EU member states have transposed the Pay Transparency Directive?

As at 28 July 2026, 5 member states have national law in force transposing Directive 2023/970: Italy, Lithuania, Malta, Slovakia and Greece. A further 3 are partly in force: Estonia, Poland and Belgium. 12 have published a draft law, 4 are in pre-legislative consultation, and 3 have taken no public action.

What was the deadline for transposing the EU Pay Transparency Directive?

7 June 2026. Only four member states met it: Slovakia, Italy, Lithuania and Malta. Greece and Estonia followed in July 2026, Estonia only partly.

Does the EU Pay Transparency Directive apply to UK employers?

Not directly. The UK is not transposing the directive. However UK employers with staff in an EU member state are caught by that state's national law. The UK is separately consulting on its own regime: the Equal Pay and Pay Transparency consultation opened on 14 July 2026 and runs to 27 October 2026, and includes pay information in job adverts.

Which countries go further than the directive requires?

Several. France proposes a 50 employee threshold and fines up to 1 percent of payroll. Denmark extends reporting to employers with 50 to 99 staff. Latvia would require actual pay figures in job adverts rather than ranges. Poland sets a 30 day response deadline and a fixed 31 March annual notice date.

The EU Pay Transparency Transposition Tracker

27 member states. 1 directive. The deadline has passed and the map is a mess. This tracker shows where each country actually stands, updated as it moves.

Why this matters now

7 June 2026 has been and gone. That was the deadline for every EU member state to transpose the Pay Transparency Directive into national law. Some did. Many did not. The result is a fragmented picture where the rules in Dublin, Madrid and Copenhagen are at different stages, with different local additions.

The next date is the one that bites. Employers with 150 or more employees in an EU member state must file their first gender pay gap reports by 7 June 2027, and those reports are based on 2026 data. Employers with 100 to 149 employees follow by 7 June 2031. The reporting year is already running. If your pay data, job architecture and pay ranges are not in shape now, you cannot fix them retrospectively.

That is why readiness work starts now, not next spring.

How to read it

Transposition status for each of the 27 member states: done, draft law, consultation, or nothing yet
The local additions that go beyond the directive, where they exist
Key national dates, including reporting thresholds and first filing deadlines
A changelog, so you can see what moved since you last looked

Where all 27 member states stand

Verified 28 July 2026. Status reflects national law, not the directive itself. Every row links to the source it is based on.

5In force

3Partly in force

12Draft law

4Consultation

3No action

Member state	Status	Key date	What is different locally
GR Greece	In force	6 July 2026	In force. Law 5316/2026. Core duties bite from 1 November 2026. Fines run to EUR 50,000 with possible business closure. Source
IT Italy	In force	7 June 2026	In force. Legislative Decree 96/2026. Pay progression duty applies at 50+ employees; collective agreements frame equal value. Source
LT Lithuania	In force	7 June 2026	In force. Sodra calculates pay gaps centrally from monthly employer data. Employer response time is 30 days, not two months. Source
MT Malta	In force	7 June 2026	In force. Legal Notice 173 of 2026. No transitional period, and the 2025 recruitment rules were left in place alongside it. Source
SK Slovakia	In force	7 June 2026	In force. First member state to transpose. Equal pay claims extend to same gender comparators. Gender neutral pay structures were due 31 July 2026. Source
BE Belgium	Partly in force	1 January 2025	Public sector only. Federation Wallonie-Bruxelles decree in force, Flemish public sector from 7 June 2026. No federal private sector bill. Source
EE Estonia	Partly in force	13 July 2026	Partly in force. Recruitment transparency only. Reporting and pay structure duties deliberately deferred. Source
PL Poland	Partly in force	24 December 2025	Recruitment transparency already in force. Full bill published 4 May 2026, in consultation. Fines PLN 2,000 to 60,000, fixed 31 March notice date. Source
AT Austria	Draft law	6 June 2026	Draft in government coordination, not yet before parliament. Stalled by disagreement between the chamber of commerce and the union federation. Source
BG Bulgaria	Draft law	19 May 2026	Draft amending the Protection Against Discrimination Act, consultation closed 18 June 2026. Reporting at 150+ from 2027, 100 to 149 from 2031. Source
CY Cyprus	Draft law	5 November 2025	Bill published, consultation closed 4 December 2025. Goes beyond the directive by putting explicit weighting of job evaluation criteria in the operative text. Source
CZ Czechia	Draft law	16 March 2026	Labour Code amendment published. Pay secrecy clauses already banned since 1 June 2025. Main law targeted for 1 January 2027, reporting from 2028. Source
DK Denmark	Draft law	26 February 2026	Bill amending the Equal Pay Act. Gold plated: reporting extends down to 50 to 99 employees via a statistics model, plus a new equal pay institute. Source
FI Finland	Draft law	9 July 2026	Government proposal with Parliament, handling from autumn 2026. Reporting threshold 100+ employees. Target in force 1 January 2027. Source
FR France	Draft law	4 June 2026	Bill with the Conseil d'Etat. Goes well beyond: 50 employee threshold, fines to 1 percent of payroll, 2 percent for repeats, public sector covered. Source
IE Ireland	Draft law	January 2025	General Scheme published, main Pay Transparency Bill still unpublished with no timeline. Gender Pay Gap Information Act 2021 already covers 50+ employers. Source
LV Latvia	Draft law	26 March 2026	Draft law published, consultation closed 9 April 2026. Requires actual pay figures in job adverts, not ranges, and drops the under 50 exemption. Source
NL Netherlands	Draft law	21 May 2026	Bill 36949 before the Tweede Kamer. Target 1 January 2027. Goes further: separate reporting for agency workers, group level reporting allowed. Source
RO Romania	Draft law	7 July 2026	Revised draft published by the Senate. Job ads must itemise variable pay and benefits separately. Sanctions set as multiples of minimum wage. Source
SE Sweden	Draft law	15 January 2026	Lagradsremiss decided, entry into force pushed to 1 January 2027. Government has said it does not currently intend to submit a bill and wants the directive renegotiated. Source
DE Germany	Consultation	7 November 2025	Expert commission reported, no ministerial draft published. Ministry now targets entry into force in early 2027 with first reporting in June 2028. Source
LU Luxembourg	Consultation	16 June 2026	Still no bill deposited with the Chamber of Deputies. Minister confirmed the text remains in consultation. Source
SI Slovenia	Consultation	February 2026	Draft sent to the Economic and Social Council, which had not started substantive work by June 2026. New government must decide whether to keep the draft. Source
ES Spain	Consultation	8 May 2026	Prior consultation closed, draft royal decree circulated to social partners in July 2026. Government targets approval before September 2026. Source
HR Croatia	No public action	Not set	Two working groups drafting Labour Act and Gender Equality Act changes. No text released for public consultation. Source
HU Hungary	No public action	Not set	Pay transparency does not appear in any official legislative roadmap. April 2026 elections stalled work further. Source
PT Portugal	No public action	Not set	No draft, consultation or timetable published. Government says transposition is being finalised. Source

Status definitions. In force: national law transposing the directive is in effect. Partly in force: some duties are law, others are not. Draft law: a bill has been published or is before parliament. Consultation: pre-legislative work is under way with no published bill. No public action: no draft, consultation or timetable in the public domain.

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