Under draft legislation implementing the Pay Transparency Directive, employees will have the right to receive information about how their remuneration for work compares with other employees in the same position or performing equivalent work. The new provisions will apply to all employers, regardless of headcount.

Every employee will be entitled to request information on their individual level of remuneration and the average remuneration levels – broken down by gender – for employees performing the same work or work of equal value. This will enable employees to compare their pay with colleagues of both genders within their comparison group. In practice, employees will be able to determine whether their remuneration is above or below average within that group.

Requests can be submitted personally or through a trade union or an equality body (the Ombudsman or another authority designated by the new legislation). Employers will have up to 30 days to respond. If the information provided is inaccurate or incomplete, the employee may request additional clarification.

Employers will also be required, by 31 March each year, to inform employees of their right to request such information.

Implementing the new obligations will require companies to prepare:

• a template for the annual information notice to employees,
• an internal procedure governing the submission and handling of requests,
• a template response to be provided to employees.

Find more articles in PRO HR February 2026.