Market Index · Issue #3
EU Pay Transparency Compliance Index.
Of the 8,754 remote job listings in the RemNavi corpus, 24.9% (2,178) disclose a salary range. The EU Pay Transparency Directive (2023/970) requires pay disclosure in job advertisements for qualifying employers by 7 June 2026 — less than four weeks away. Based on current corpus disclosure rates, 75.1% of listings would not meet this requirement today.
Published · Data as of · Reproducible from /jobs_api.php?facet=salary_disclosure_by_company · Open data, CC BY 4.0
75.1%
Listings non-compliant
6,576 of 8,754 listings
24.9%
Listings disclosing salary
2,178 of 8,754 listings
7 June 2026
EU directive enforcement
Directive 2023/970/EU
5
Key EU markets tracked
DE · FR · NL · IE · SE
The directive
What Directive 2023/970 requires.
The EU Pay Transparency Directive (2023/970/EU), adopted May 2023, sets a minimum floor for pay transparency across EU member states. For employers, the most immediately visible requirement is job-posting pay disclosure: salary ranges or starting pay must appear in job advertisements or be provided to candidates before a first interview. The obligation applies to employers with 100 or more employees from the directive's transposition deadline.
The enforcement date is 7 June 2026. Member states were required to transpose the directive into national law by that date. For remote-first employers — particularly those using the EU to recruit into markets across Germany, France, the Netherlands, Ireland, and Sweden — the job-posting requirement reaches every role advertised to EU-based candidates, regardless of where the employer is incorporated.
The RemNavi corpus tracks salary disclosure at the listing level: a listing that contains a numeric salary range, pay band, or hourly equivalent counts as "disclosed" in the index. Listings that use phrases like "competitive compensation" or "to be discussed" — without a range — count as "not disclosed." Based on this measure, only 24.9% of current listings would satisfy the directive's minimum threshold.
Named employers — EU-headquartered
EU companies in the corpus, by disclosure rate.
These are EU-headquartered employers currently appearing in the RemNavi corpus. Each is subject to the directive's requirements for roles advertised to EU-based candidates. Disclosure rates are measured against the salary_disclosure_by_company facet of the RemNavi API — spot-checked against the live leaderboard on 2026-05-14.
| Company | HQ | Listings | Salary disclosed | Gap |
|---|---|---|---|---|
| Contentful | Berlin, DE | 104 | 12.5% | 88% gap |
| Intercom | Dublin, IE | 171 | 15.2% | 85% gap |
| Remote.com | Tallinn, EE | 258 | 4.7% | 95% gap |
| Spotify | Stockholm, SE | 27 | 3.7% | 96% gap |
| Awin | Berlin, DE | 19 | 10.5% | 90% gap |
| Feedzai | Lisbon, PT | 11 | 0% disclosed | 100% gap |
| Mistral | Paris, FR | 11 | 0% disclosed | 100% gap |
| Grafana Labs | Stockholm, SE | 151 | 29.8% | 70% gap |
Source: RemNavi corpus · 2026-05-14 · Methodology: listing-level salary disclosure detection · API endpoint
Named employers — US-headquartered, EU-active
US companies that employ in the EU.
The directive applies to roles advertised in the EU regardless of where the employer is incorporated. These US-headquartered companies have significant EU hiring footprints — subsidiaries, Dublin or Amsterdam hubs, or distributed EU teams — and post large volumes of remote listings without salary disclosure.
| Company | EU footprint | Listings | Salary disclosed |
|---|---|---|---|
| Canonical | London, GB (EU market) | 279 | 0% disclosed |
| GitLab | San Francisco (EU-heavy) | 239 | 4.6% |
| Elastic | San Francisco (EU HQ: Amsterdam) | 28 | 0% disclosed |
| MongoDB | New York (Dublin EU hub) | 277 | 0% disclosed |
| Datadog | New York (Paris EU hub) | 393 | 0.3% |
| HubSpot | Cambridge MA (Dublin EU) | 17 | 29.4% |
Country status
Transposition status — five key markets.
All five markets below were required to transpose the directive into national law by 7 June 2026. As of 2026-05-14, all five are in active transposition — draft legislation published or under parliamentary review. The amber status reflects the directive's enforcement date; implementation timelines vary.
Germany
Existing law: Entgelttransparenzgesetz (2017) — applies to employers with 200+ employees; gender-pay gap reporting.
Directive status: Full transposition of 2023/970 pending. Bundestag draft legislation expected before enforcement date.
France
Existing law: Loi Rixain (2021) — gender pay index for 50+ employee firms; senior executive parity target.
Directive status: Directive transposition extends disclosure requirements to job advertisements. Draft ordinance under review.
Netherlands
Existing law: Wet gelijke beloning v/m — gender pay reporting framework. Directive alignment bill in parliament.
Directive status: Transposition bill expected to align closely with directive. SME guidance published by SER.
Ireland
Existing law: Gender Pay Gap Information Act (2021) — 250+ employees reporting; scope expands to 50+ by 2025.
Directive status: Directive transposition adds job-posting salary disclosure requirement on top of existing framework.
Sweden
Existing law: Diskrimineringslag (2008) — gender pay surveys for 10+ employee firms. Strong baseline.
Directive status: Transposition in progress. Swedish employers generally ahead on transparency culture.
Recommendations
What the data tells employers to do now.
The RemNavi corpus does not provide legal advice. What it does provide is a listing-level proxy for directive compliance as of 2026-05-14: a measure of whether employers are placing salary information in their job advertisements. That proxy shows a substantial gap.
1. Add a salary range to every job ad touching the EU
The directive requires a range in the advertisement, not just "on request." If a role can be filled by a candidate based anywhere in the EU, the advertisement is subject to the requirement. The range does not need to be narrow — a market-rate band is sufficient.
2. Audit existing postings before June 7
Companies with 100+ EU employees should audit all open job advertisements for salary disclosure. Listings that are live on June 7 without salary ranges may be in breach of the directive from day one of enforcement. RemNavi's salary_disclosure_by_company API endpoint provides a starting point for the audit on any employer in our corpus.
3. Confirm national transposition status in each market
Germany, France, the Netherlands, Ireland, and Sweden are all in active transposition. The directive's minimum requirements are clear; national law may add obligations on top. Employers with significant presence in multiple member states should obtain jurisdiction-specific legal advice.
4. Don't conflate gender-pay reporting with job-posting disclosure
Several of the markets above have existing gender-pay reporting obligations (Loi Rixain, Gender Pay Gap Information Act). Those are not the same as the job-posting disclosure requirement introduced by the directive. Compliance with one does not imply compliance with the other.
Methodology
How this index is built.
Source corpus. 8,754 listings in the RemNavi remote corpus as of 2026-05-14, aggregated from Jobicy, Remote OK, We Work Remotely, Greenhouse, Lever, Remotive, and Hacker News Who's Hiring. Corpus is deduplicated and updated multiple times daily.
Salary disclosure detection. A listing is counted as "disclosed" if the job description contains a numeric salary range, pay band, or hourly equivalent with at least a lower bound. Phrases like "competitive salary" or "to be discussed" do not qualify. The detection algorithm is documented in the /how-we-score/ methodology.
EU employer identification. EU-headquartered employers were identified by country of incorporation or primary operational HQ. US employers with EU footprint are identified by published EU subsidiary or regional hub presence. This is not a comprehensive list of all EU-subject employers in the corpus.
Directive compliance proxy. RemNavi measures salary disclosure in job advertisements — one of the directive's requirements. The index does not measure compliance with other directive provisions (pay equity reporting, job evaluation, remedies). The disclosure rate is a necessary but not sufficient condition for directive compliance.
Frozen issue. Numbers are dated to 2026-05-14. The live disclosure rate is available at /jobs_api.php?facet=salary_disclosure_by_company and updates on every corpus refresh. New data → new issue; this URL does not move.
For journalists
Cite the data.
The full salary disclosure dataset — per-company disclosure rates across the 8,754-listing corpus — is available at /jobs_api.php?facet=salary_disclosure_by_company. The live disclosure leaderboard is at /editorial/salary-disclosure/. Open data under CC BY 4.0 — attribute "RemNavi, DField Kft." in derivative work.
Press contact: press@remnavi.com · press room: /press/ · EU Directive reference hub: /eu-pay-transparency/