According to the latest information provided by the Ministry of Family, Labour and Social Policy, the Directive will most likely not be implemented in June this year. Informal signals suggest that the transposition may even be postponed until early 2027.

However, legislative delays should not cause companies to suspend their preparations – quite the opposite. Given that the process of adapting to the new requirements will be complex, multi-stage and time-consuming, companies should already begin preparing. The following areas should be addressed in the coming months:

• Job evaluation;
• Identifying categories of employees performing work of equal value;
• Determining which components and benefits constitute remuneration, for transparency purposes;
• Verifying or preparing base salary tables;
• Collecting criteria for determining salaries and pay increases;
• Establishing a process related to the employees’ right to information on pay levels;
• Making a pilot calculation of the gender pay gap across various categories of employee.

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