Pay transparency will become a central challenge for companies in 2026. The new EU Pay Transparency Directive requires employers to be more transparent about salaries—with a clear objective: equal pay for equal or equivalent work.
The timeline is tight: all requirements must be implemented by June 7, 2026. As things stand, there is only limited time left to adapt processes and ensure full legal compliance.
Pay Transparency: What Companies Need to Do No
The new requirements apply to organizations of all sizes and introduce concrete obligations:
- Mandatory disclosure of salary ranges in job postings
- Prohibition of salary history inquiries during the hiring process
- Employees’ right to access comparative salary information
- Mandatory gender pay gap reporting (for companies with 100+ employees)
- Reversal of the burden of proof in cases of discrimination
Particularly important: companies must take action if a pay gap of more than 5% is identified.
Risks of Insufficient Transparency
Pay transparency will become a central challenge for companies in 2026. The new EU Pay Transparency Directive requires employers to be more open about salaries—with a clear objective: equal pay for equal or equivalent work.
The deadline is tight: all requirements must be implemented by June 7, 2026. As of today, there is limited time left to adjust processes and ensure full legal compliance.
A Pragmatic Approach—With Our Support
As your external HR partner, we support you in implementing pay transparency quickly, efficiently, and in full compliance—tailored to your company’s size and current situation.
Getting Started: Pay Transparency Check (Up to 20 Employees)
The ideal starting point for smaller companies that need clarity in the short term.
What We Do for You
- Analyze your current recruiting processes (including pay transparency aspects)
- Review existing procedures for handling employee information requests
- Translate legal requirements into your specific business context
- Identify immediate areas for action and potential risks
Your Outcome
- A clear overview of your current pay transparency status
- A concrete, prioritized action plan
- Initial optimization of your job postings, including salary ranges
Perfect for companies with up to 20 employees that want a quick understanding of where they stand.
Analyze Pay Transparency: Pay Transparency Basic (21–100 Employees)
For growing companies looking to further develop their compensation structures based on data.
What We Do for You
- Structure your compensation data and define comparison groups
- Conduct a robust gender pay gap analysis
- Identify systematic salary disparities
- Assess legal risks and potential weaknesses
Your Outcome
- A transparent overview of your compensation structure
- A documented and consistent job classification framework
- Clear, actionable recommendations for management and HR
Ideal for companies with 21 to 100 employees
Note: From around 51 employees onwards, the level of analysis and coordination required increases significantly.
Full Implementation: Pay Transparency Ready (101+ Employees)
For companies aiming to fully and sustainably implement compensation transparency.
What We Do for You
- Establish clear job families and functional clusters
- Develop objective, gender-neutral evaluation criteria
- Introduce transparent salary bands
- Review and justify existing pay differences
- Implement processes for employee information requests and reporting
- Prepare audit-ready documentation
Your Outcome
- A legally compliant and transparent compensation structure
- Fully implemented processes for information rights and reporting
- Long-term protection against legal risks
The complete solution for companies with 101 or more employees.
Why Pay Transparency Should Be a Priority Now
Implementation not only ensures legal compliance but also provides strategic advantages:
- Minimization of legal risks
- Clear and fair compensation structures
- Strengthening of your employer brand
- Reduced burden on internal HR resources
Be Prepared Now
With the June 2026 deadline approaching, time is limited. What matters now is a structured and pragmatic approach.
Secure targeted support today—we provide tailored advice and can also take over the operational implementation if required.