Find out exactly when your company must report its gender pay gap under the EU rules.
Enter your country and headcount. See whether the EU Pay Transparency Directive applies to you, your first reporting deadline and cadence, and how your own member state has transposed the rules. Personalised report, €79.
- 250+First report by 7 June 2027 on 2026 data, then every year.
- 150 to 249First report by 7 June 2027 on 2026 data, then every three years.
- 100 to 149First report by 7 June 2031 on 2030 data, then every three years.
- Art. 10A 5% unexplained gap in any worker category forces a joint pay assessment if unremedied in six months.
Scope checker
Free · no emailMember states had to bring the rules into force. Most missed it; the Directive obligations bind employers regardless.
Employers with 250+ (annually) and 150 to 249 (every three years) file their first report on 2026 pay data.
Employers with 100 to 149 workers file their first report on 2030 pay data, then every three years.
Pre-employment rules (pay range before interview, salary-history ban) and the two-month right to information apply from national transposition, whatever your size.
A country-and-size-specific PDF for one entity, 79 euros.
You choose one member state and give your headcount. The report returns your exact obligations and dates, so an HR, reward or legal team can plan against them.
Are you in scope, and when
Your size band applied to your headcount: first report deadline, the reference pay year, and cadence. Handles the 100 to 149 band (2031 on 2030 data) and the sub-100 voluntary case.
What you must report
The seven Article 9 data points in plain English, which go to the monitoring body and which go to workers, plus a worked mini-example of the quartile bands and the median gap.
The 5% trigger and joint pay assessment
What happens under Article 10 if any worker category shows a 5% average gap that is not objectively justified and not fixed within six months: a mandatory joint pay assessment with worker representatives.
The rules that already bite
Pay range before interview and the salary-history ban (Article 5), the two-month right to information (Article 7), the pay-secrecy ban, and the reversed burden of proof with back-pay exposure.
Your country's status
Your member state: transposed or not, the date, the national law name if enacted, and the specific deviations that change your obligations. Each fact dated, sourced, with a re-verify note.
A dated action timeline
A backward-planned checklist from your first reporting deadline: when to fix pay data and job architecture, when to run a dry-run gap calculation, when the pre-employment rules must be live, and your next report date.
Where each member state stands.
Member states diverge on scope, timing and gold-plating, and most missed the 7 June 2026 deadline. Status as reported by law-firm trackers. Every row is dated and re-verified per country in each report; states not yet confirmed by a current tracker are shown as unconfirmed in your report rather than guessed here.
| Member state | Status | Notable deviation or note | As at |
|---|---|---|---|
| Slovakia | Transposed | Comprehensive law, first member state to complete, in force April 2026. Minor deviations such as an abbreviated first reporting period. | 30 Jun 2026 |
| Italy | Transposed | Implementing decree reported in force from 7 June 2026, a minimalist, close-to-text approach. | 30 Jun 2026 |
| Malta | Transposed | Comprehensive law enacted by the deadline. | 08 Jun 2026 |
| Lithuania | Transposed | Gold-plated: obligations extended toward all employers regardless of headcount, with monthly pay reporting through the social-security system. | 30 Jun 2026 |
| Poland | Partial | Partial transposition reported; full measures pending. | 08 Jun 2026 |
| Czechia | Partial | Partial transposition; implementation signalled for 1 January 2027. | 08 Jun 2026 |
| Netherlands | Draft only | Bill submitted May 2026, targeting entry into force 1 January 2027. | 30 Jun 2026 |
| Denmark | Draft only | Draft published; 1 January 2027 signalled. | 08 Jun 2026 |
| France | Draft only | Keeps the existing 50-employee Index Egapro scope, wider than the Directive 100 floor. The five-indicator Index is to be replaced by the seven data points. Expected 2027. | 30 Jun 2026 |
| Cyprus | Draft only | Draft legislation published without a clear effective date. | 08 Jun 2026 |
| Estonia | Draft only | Draft legislation published without a clear effective date. | 08 Jun 2026 |
| Latvia | Draft only | Draft legislation published without a clear effective date. | 08 Jun 2026 |
| Germany | Not transposed | No draft bill by the deadline. Existing Pay Transparency Act (Entgelttransparenzgesetz); the Directive is broader. Expected early 2027. | 30 Jun 2026 |
| Spain | Not transposed | Pre-existing Royal Decree 902/2020 (records, audits, equality plans at 50+). The Directive adds pay-band disclosure, the reversed burden of proof and the 5% threshold. | 12 Jul 2026 |
| Ireland | Not transposed | Already reports beyond the Directive: Gender Pay Gap Information Act 2021 at 50+ employees. Minister confirmed no penalties at the deadline while transposition completes. | 08 Jun 2026 |
| Austria | Not transposed | No implementation timeline indicated; pay set largely through collective agreements. | 08 Jun 2026 |
| Belgium | Not transposed | A January 2026 parliamentary resolution pressed to avoid gold-plating. Transposition pending. | 08 Jun 2026 |
| Sweden | Not transposed | Government announced (26 March 2026) it considers the Directive too burdensome, is seeking postponement and renegotiation, and does not currently intend to submit a bill. | 30 Jun 2026 |
This split changes month to month. Do not act on a country row without confirming a current tracker on the date shown. Your report re-verifies your member state at the date of purchase.
Your country report, €79
Run the free checker above, then enter your email. Your PDF is built for the country and headcount you entered and emailed to you, with a download link on the next screen.
Frequently asked
What is the transposition deadline, and does it matter that my country missed it?
Member states had to bring the rules into force by 7 June 2026 (Article 34). Most missed it. It does not get you off the hook: the reporting deadlines run from the Directive itself, so your first-report obligation stands. States that missed the deadline face possible Commission infringement proceedings, and many are targeting 1 January 2027.
My company has 180 employees in one country. When is my first report due?
You are in the 150 to 249 band. Your first gender pay gap report is due by 7 June 2027 on 2026 pay data, then every three years.
Do the 100 to 149 employee rules really not start until 2031?
Yes. The 100 to 149 band files its first report by 7 June 2031 on 2030 pay data, then every three years. The pre-employment rules and the right to information still apply from national transposition, whatever your size.
Is the first report based on 2026 pay data?
For the 250+ and 150 to 249 bands, yes: the first report is due by 7 June 2027 relating to the previous calendar year, which is 2026. The 100 to 149 band reports on 2030 data (first report by 7 June 2031).
What counts as an employee for the headcount test?
The test in Article 9 is based on the number of workers the employer has. Exactly how workers are counted (including part-time and fixed-term staff) is set out in the Directive and clarified in national transposition, which is one of the things your report flags for your member state.
What is a joint pay assessment and when am I forced to do one?
Under Article 10, if pay reporting shows an average gap of at least 5% in any category of workers that you have not justified on objective, gender-neutral grounds and have not remedied within six months, you must carry out a joint pay assessment with worker representatives to identify, analyse and remedy the difference.
Can I still ask candidates what they earn now?
No. Article 5 bans asking applicants about their pay history in current or previous employment, and gives applicants the right to information on the initial pay or pay range before the interview.
Do I have to put salary ranges in job adverts?
Applicants have the right to the initial pay or pay range before the interview, and vacancy notices and job titles must be gender-neutral. Whether the range must sit in the advert itself, rather than be provided on request, depends on how your member state transposes Article 5. Your report notes your country's position.
My country has not transposed yet. Am I off the hook until it does?
No. The reporting phase-in dates come from the Directive, so they apply on the same timeline. Where your state has an existing regime (for example Ireland at 50+ or Spain's Royal Decree 902/2020), other duties may already apply. Your report sets out what binds you now versus at transposition.
Does this report replace a pay audit or legal advice?
No. It is a scoping and planning brief: your in-scope verdict, deadlines, disclosure duties and your country's status, dated and sourced. A full pay audit and legal sign-off are separate exercises, and the report is built to help you commission them well.