EU Pay Transparency Directive checklist
Tell us where your team is based. We'll build a checklist of what the Directive asks of you in each country you employ people, and show how gender pay gaps in those markets compare, using Ravio's data.
Based on the EU Directive and the national transposition requirements relevant to you.
Understand what to prepare, when reporting starts, and how often it repeats.
Take a look at country-wide pay equity benchmarks to see how your pay gaps stack up.
Preview
Sample results for a company with 120 employees in Germany and 60 in France.
A sample checklist with 36 items and 19 to do now. Example of the market map: your countries shaded by Ravio's median gender pay gap data, with figures shown after you submit.
33 more actions for Germany and France
Get your full checklistThe essentials
Employers need transparent salary bands and gender-neutral hiring, documented pay-setting criteria, employee access to pay information, and gender pay gap analysis by equal value category. Where reporting applies, employers must publish the required metrics and address unexplained gaps.
Every employer with employees in the EU, whatever its size. Hiring rules (pay ranges before interview, no pay history questions) and employees' right to request pay information apply from the first employee. Mandatory gender pay gap reporting starts at 100 employees under the EU baseline, and national law may set a lower threshold.
The EU baseline sets these reporting bands: 250+ employees: annual, first due 7 June 2027 (calendar 2026); 150–249 employees: every 3 years, first due 7 June 2027 (calendar 2026); 100–149 employees: every 3 years, first due 7 June 2031 (calendar 2030). National law may bring more employers into scope or set a different timetable.
Roles should be grouped into equal value categories using objective criteria: skills, effort, responsibility, and working conditions. A documented job evaluation approach, including job levelling, is the starting point for this. It helps employers compare roles consistently and explain their salary bands and pay gap analysis.
The Directive is the common baseline, but each member state implements it through national law. Countries can lower reporting thresholds, change reporting cadence, set local enforcement rules, and build on existing pay transparency requirements.
Read our country-specific guides: France | Denmark | Sweden | Norway
No. Categories must be based on the work: skills, effort, responsibility, and working conditions. Market rates matter when you set pay, but they can't be the basis for grouping roles, because historical inequities are baked into them. Any pay difference inside a category still needs an objective, gender-neutral reason.
Last updated: 29 September 2026
Methodology: national laws and drafts are combined with Ravio benchmark data to show legal requirements and market context for the countries and headcounts selected.
Choose where you employ people and add headcount to see the requirements relevant to your organisation.
Start: pick your countriesPrefer to work through it with peers? Ravio's community runs a working group on the Directive every Friday. Join the community
