Information on the starting salary or salary range will not have to be included in job advertisements.

Instead, this information can be communicated in several ways, such as:

• Sending a message to the candidate before the interview (for example, by email),
• Providing the information at a later stage, as long as it is before the employment relationship is established.

Importantly, the draft legislation specifies that salary information cannot be given orally during an interview with a candidate. It must be provided in a written form, either on paper or electronically.

The draft also reinforces the prohibition set out in the EU Pay Transparency Directive on asking candidates about their current and previous salaries.

Additionally, the bill introduces a requirement to use gender-neutral job titles, both in recruitment and internal organisational structures. There are no exceptions to this rule, meaning employers must always use neutral job titles regardless of the profession

Companies should already be thinking about how they will implement gender-neutral job titles. Beyond the basic approach of using masculine and feminine forms, other options can also be considered, e.g. using generic forms with suffixes like “m/f” (e.g. plumber (m/f) or singular job titles such as photographer.

Other important topics such as:

• how remuneration is defined,
• employees’ right to information,
• the obligation to disclose the criteria used to determine remuneration,
• calculating and reporting the wage gap,

will be addressed in a separate project. This is currently being developed by the Ministry of Family, Labour and Social Policy to comprehensively implement the EU directive.

Find more articles in PRO HR April 2025.