EU Pay Transparency Directive Member State Tracker

Member States are moving at very different speeds. See what is already binding on employers, what is still in draft, and where no transposition text has been published yet.

See the map
Transposition Deadline
June 7, 2026
Fully in force
5 of 27 Member States
First reports due
June 7, 2027

Where things stand

27 Member States, Four Categories

Select a category to isolate it on the map and in the list below. Hover or tap any Member State for the detail.

In Force — Complete Partially in Force Delayed — Draft Published Delayed — No Draft in Place

Select a Member State for its governing instrument and DCI's analysis.

  • 5 In Force — CompleteFull transposing law enacted and in effect
  • 3 Partially in ForceSome measures binding; full transposition pending
  • 10 Delayed — Draft PublishedDraft text published; not yet enacted
  • 9 Delayed — No Draft in PlaceNo published transposition text

Member State by Member State

All 27, A–Z

Search by country or filter by status.

    On the calendar

    Key dates to plan around

    These are the Directive's own milestones. Member States may go further, with lower thresholds, shorter cycles or earlier dates, and several have. Where a Member State has not yet transposed, private-sector employers are not yet bound, but the reporting dates below do not move, and the first reports draw on 2026 pay data.

    June 7, 2026

    Transposition deadline

    The date by which Member States were required to bring the Directive into national law. Most did not. Until transposition, private-sector employers face no enforceable duty.

    June 7, 2027

    First pay gap reports

    Due from employers with 150 or more workers, covering 2026 data. 250+ report annually thereafter; 150–249 every three years. Some Member States set lower thresholds, shorter cycles, or their own submission formats.

    June 7, 2031

    Smaller employers join

    Employers with 100–149 workers begin reporting on a three-year cycle. Member States may extend below 100, and some already permit voluntary reporting.

    On entry into force

    Immediate obligations

    Applicant pay disclosure, the pay-history ban, the right to information, and the ban on pay secrecy apply immediately in each Member State that has transposed, with potentially no phase-in periods and no size thresholds. Learn how DCI can help.

    More from DCI

    Go deeper on the Directive

    EU Pay Transparency Directive blogCountry-by-country coverage as it happens 4-stage readiness planA staged path from data readiness to reporting EU Pay Transparency Directive consultingGap analyses, joint pay assessments, remediation

    The DCI solution

    Platform and consulting, built for the Directive

    Our platform reads your roster and pay data, works out what each Member State actually requires of you, and produces the reports and responses the Directive calls for. Where you need more than software, our consultants step in.

    Member State tracking and jurisdiction scoping

    You don't have to work out your obligations under Directive (EU) 2023/970 on your own. The platform analyzes your roster data automatically to determine:

    • Where your organization meets worker count thresholds
    • What requirements and prohibitions apply in each relevant Member State
    • Your pay gap reporting deadlines and cadences, Member State by Member State

    Accurate pay gap reporting

    Everything required by Article 9(1)(a-g), calculated and ready to file:

    • Mean and median pay gap analysis of base pay
    • Mean and median pay gap analysis of complementary or variable pay
    • Proportion of female and male workers receiving complementary or variable pay
    • Proportion of female and male workers in each quartile pay band
    • Gender pay gap by category of workers, broken down by base and variable components

    Right to Information responses at scale

    When an employee asks how their pay compares to others in their worker category, respond with speed, accuracy and consistency under Article 7. Generated responses include:

    • Mean pay broken down by sex
    • The requestor's pay against the mean for workers doing the same work or work of equal value
    • Automated protection against disclosing the pay of identifiable workers
    • An explanation of the calculation methodology and the factors left out of the analysis

    Pay transparency made simple

    Exact requirements differ between Member States. Track obligations in every relevant jurisdiction and assess job descriptions automatically against country-specific rules, checking for:

    • Salary disclosure requirements
    • Gender-neutral language
    • Salary history requests
    • Accessibility
    • Pay progression criteria

    Expert consulting

    Create synergy with our consultants

    DCI's consultants are the foremost experts in pay equity and workforce compliance. In fact, we've built our entire platform on their experience and knowledge. If your organization needs additional support, we can partner with you to ensure comprehensive, end-to-end compliance.

    Learn more about the platform
    • Worker category creation or validation
    • Strategic employee roster data structuring and preparation
    • Pay data preparation and validation
    • Analysis of unjustified pay gaps
    • Guidance on remediating pay gaps
    • Joint Pay Assessments

    Talk to DCI

    Contact us for more information

    Transposition timing differs in every Member State. The underlying data work does not. DCI helps international employers turn EU Pay Transparency Directive requirements into clear, defensible pay decisions before reporting becomes mandatory.

    • Multi-country gap analysis across your EU footprint
    • Work-of-equal-value job categorization and evaluation
    • Right to Information response generator
    • Joint pay assessment readiness and remediation modeling

    Get in touch

    Tell us where you operate and we'll come back with a practical read on what applies to you.