Directive 2023/970 · Enforcement 7 June 2026
EU Pay Transparency Directive.
The EU Pay Transparency Directive (Directive (EU) 2023/970) requires employers across the 27 member states to disclose pay information in job adverts, give workers a right to comparator pay data, report on gender pay gaps, and dismantle pay-secrecy clauses. Enforcement begins 7 June 2026. This is the reference hub: what's required, who it applies to, the country status, and what RemNavi's audit corpus says about employer readiness.
Published 2026-04-30 · Last reviewed 2026-04-30 · Live data snapshot 2026-04-30. How we audit →
The data
Where the corpus stands today.
The directive's job-advert rule (Article 5) is the single most testable provision: a listing either publishes a pay range or it doesn't. RemNavi's corpus aggregates remote and hybrid listings from 90+ sources and grades each against a public five-pillar rubric. Compensation transparency is one of those pillars, so we can measure where the global remote-job market sits today, 38 days from EU enforcement.
8,896
active listings audited
Aggregated from Greenhouse, Lever, Ashby, Remotive, We Work Remotely, Jobicy, Hacker News and 80+ others. Re-scored on every ingest.
Verify · jobs_api.php16.1%
publish a salary range
The directive's Article 5 standard, reproduced corpus-wide. 1,432 of 8,896 listings disclose. 7,464 do not.
Verify · salary_index.php$210,000
median compensation (disclosed)
Across the 1,432 listings that disclose a range. The 81% that do not are the directive's compliance gap.
Salary Index →The corpus is not exclusively EU; the directive applies only to employers with workers in EU member states. Per-country employer cuts are available via the public Trends API and will be deepened in the country playbooks. RemNavi publishes all data under CC BY 4.0 so journalists, researchers, and policymakers can build on it without permission.
The five obligations
What the directive requires.
The directive is short on novel obligations and long on operational demands. Five provisions matter most to employers hiring in the EU; the first is the one a candidate sees on day one, and the one RemNavi's corpus measures every day.
Pay information in job adverts
Employers must publish either the pay or the pay range applicable to the role before the interview, in the advert or before the interview at the latest. Candidates may not be asked about their pay history.
Right to information for workers
Workers can request — and must receive — written information on their individual pay level and the average pay levels, broken down by sex, for categories of workers performing the same or equivalent work.
Pay-gap reporting (≥100 employees)
Employers with 100+ workers must report on gender pay gap indicators, with frequency depending on size: 250+ annually; 150-249 every three years; 100-149 every three years (with later phase-in).
Joint pay assessment trigger
Where pay-gap reporting reveals a gap of 5%+ in any category that is not justified on objective, gender-neutral grounds and not remedied within six months, employers must conduct a joint pay assessment with worker representatives.
Ban on pay-secrecy clauses
Employers may not contractually prevent workers from disclosing their pay for the purpose of enforcing equal pay. Pay-secrecy clauses are unenforceable.
Source: Directive (EU) 2023/970 of the European Parliament and of the Council of 10 May 2023 to strengthen the application of the principle of equal pay for equal work or work of equal value through pay transparency and enforcement mechanisms. Plain-language summary; not legal advice.
Country status
Five countries, four directive-bound, one comparator.
Country playbooks deepen each of these into corpus-specific data cuts, named-employer scorecards, and direct-language summaries for HR leaders. Linked here as they ship.
Germany
EU deadline 7 Jun 2026Transposition in progress
Existing Entgelttransparenzgesetz (2017) supplements the directive; full transposition pending.
Germany playbook →
France
EU deadline 7 Jun 2026Loi Rixain partial
Loi Rixain (2021) introduces gender-pay reporting; directive transposition continues.
France playbook →
Netherlands
EU deadline 7 Jun 2026Bill in legislative process
Wet gelijke beloning v/m draft expected to align closely with directive.
Netherlands playbook →
Ireland
EU deadline 7 Jun 2026Pay-gap reporting in force
Gender Pay Gap Information Act applies; directive transposition adds disclosure rules.
Ireland playbook →
United Kingdom
No EU obligationNot bound (post-Brexit)
Gender pay-gap reporting (≥250 employees) under separate UK regime; informative comparator.
UK remote market →
What to do next.
If you're an employer
Score any of your listings against the public Real Remote Score rubric using our free public Checker — paste the listing URL or text and get the per-pillar breakdown the audit produces. The compensation pillar is a direct readout of Article 5 readiness. Use it iteratively: rewrite, re-score, publish.
Open the public RRS Checker →If you're a journalist or researcher
All data on this page is reproducible from the public API. Daily-updating data lives at /trends/; the Q2 2026 Market Index is at /market-index/2026-q2/; the Hybrid Transparency Score data piece is at /editorial/hybrid-transparency-score/. Direct beat enquiries to press@remnavi.com.
Press room →FAQ
Common questions.
Does the directive apply to remote roles?
Yes — and especially to them. The directive applies to any employment relationship inside the EU, including remote roles performed for an EU-established employer or by an EU-resident worker. The remote framing of "anywhere in EU" or "EU-based, fully remote" does not exempt the role from the disclosure rules; if anything, it strengthens applicability because the comparator pool is wider.
My company is US-headquartered with EU staff. Does it apply?
Yes for the EU-resident workers and the EU-eligible roles. The directive binds the employer relationship in EU member states, not the corporate headquarters. A US-incorporated company hiring into Germany must comply with German transposition; into France, French; and so on. Multi-country hiring across the EU triggers the directive in each applicable jurisdiction.
When does the pay-gap reporting kick in?
Reporting frequency depends on workforce size: 250+ employees report annually from 7 June 2027; 150-249 every three years from 7 June 2027; 100-149 every three years from 7 June 2031. The job-advert rule (Article 5) applies to all employers from 7 June 2026, regardless of size.
Can RemNavi quantify our exposure?
Partially. RemNavi's audit measures the public-listing signals — whether your job adverts publish pay ranges, whether the language is specific, whether the source is a credible direct ATS. That covers Article 5 readiness, and any of your listings can be scored on the public RRS Checker in seconds. The internal pay-gap reporting (Article 9), workforce comparator data (Article 7), and joint pay assessments (Article 10) require internal HRIS access we don't have — those belong with you and your legal counsel.
Is this legal advice?
No. RemNavi is an independent auditor of remote job listings published by DField Kft., Hungary. The information on this page is a plain-language reference to a public EU directive. Compliance design and implementation should be reviewed by qualified counsel in the relevant member state(s).