At the end of last year, draft legislation partially implementing the Pay Transparency Directive emerged. Under it, any employee will be able to request information from their employer on their pay and average pay levels – broken down by gender – for a group of employees doing the same work or work of equal value. 

Employers will have to remind employees once a year of their right and the steps to be taken to do so. 

Implications for the employer: 

1. employees will find out how their earnings compare to those of the same and the opposite sex (doing the same work or work of equal value), and therefore whether, compared to others, they are earning a little, the average or a lot;  
2. they will be able to make enquiries in person or through trade unions/employee representatives, so the social side will also know the data. 
    

Actions that the employer will need to take: 

1. prepare the entire process related to requesting and providing information on wages;
2. determine the channel through which the company will inform employees of their right and how requesters are to make their request;
3. select the responsible individuals and data sources for the salary analysis.

Find more in the PRO HR March 2025.