Good practice

Directiva de la UE sobre Transparencia Retributiva (2023/970/UE)

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La Directiva 2023/970/UE obliga a los empleadores de los 27 Estados miembros a publicar bandas salariales, a otorgar a los trabajadores el derecho de comparar retribuciones y a declarar las brechas salariales de género — con acción correctiva obligatoria si la brecha supera el 5 %.

13 %

Brecha salarial de género media en la EU en la fecha límite de transposición (2026)

Directiva de la UE sobre Transparencia Retributiva (2023/970/UE)

Details

Maturity: Scaling
Promoter: European Commission – DG Employment, Social Affairs and Inclusion
Period: 2023-present
Keywords: pay equity, pay transparency, gender pay gap, employment law, EU legislation

Context

La Directive 2023/970/EU, adoptada el 10 de mayo de 2023, es el primer instrumento vinculante a escala de la EU en materia de transparencia retributiva, que exige la divulgación de las bandas salariales, el derecho de los trabajadores a comparar sus retribuciones, la obligación de informar sobre la brecha salarial de género para empleadores con 100+ trabajadores a partir de junio de 2027, evaluaciones salariales conjuntas cuando la brecha supere el 5%, y la inversión de la carga de la prueba.

Results

En la fecha límite de transposición de junio de 2026, la brecha salarial de género media en la EU se situaba en aproximadamente el 13%, tras una década de estancamiento; su impacto real no podrá evaluarse hasta que se presenten los primeros informes obligatorios de los empleadores, previstos para junio de 2027.

Implementation

Implementation detail (cost, timeline, staffing, conditions for success) is not yet available for this practice.

Data sources

Where this practice's information was retrieved from, and when.

C-NAPSE web research — accessed 2026-06-21
European Commission – DG Employment, Social Affairs and Inclusion — accessed 2026-06-21
EUR-Lex — Directive 2023/970/EU full text — accessed 2026-06-21
European Commission — EU action for equal pay — accessed 2026-06-21
Council of the EU — Pay transparency overview — accessed 2026-06-21

Attachments

Source image

Quality score: 89/100

How is this calculated?

Evidence: Descriptive / self-reported

Top 16% in this catalogue (719 scored practices)

Scores cluster high, so position within the catalogue is often more telling than the number alone.

Evaluation

Evaluated by C-NAPSE

Score profile — the dimensions behind the score — how it's computed

Transferability / replicability3/3

Binding on all 27 EU member states with mandatory transposition by June 2026, and has already influenced pay transparency legislation in non-EU jurisdictions studying the model.

Impact on gender equality1/1

Directly targets the documented 13% EU gender pay gap by making structural pay inequities visible and legally actionable across all large employers for the first time at EU level.

Effectiveness0/1

Transposition deadline only passed in June 2026; first mandatory employer pay gap reports are not due until June 2027, so empirical impact on pay gaps cannot yet be assessed.

Efficiency1/1

Regulatory mechanism leverages existing national equality bodies and courts with no new agency required; cost proportionate relative to the projected reduction in the gender pay gap.

Evaluated outcomes1/1

European Parliament Research Service published an implementation appraisal; EIGE released a gender-neutral job evaluation toolkit in March 2026 in direct support of the Directive.

Sustainability1/1

Embedded in EU primary law, binding on member states with penalty clauses, and subject to a Commission review by June 2033; structurally permanent in the EU legal order.

Achievement / evidence1/1

Directive formally adopted and published in OJ May 2023; EIGE/Commission gender-neutral job evaluation toolkit launched March 2026; several member states completed transposition before the June 2026 deadline.

Gender-mainstreaming embedding1/1

Mainstreams pay equity structurally into recruitment, pay-setting, collective bargaining, judicial enforcement, and annual corporate reporting across all sectors and member states.

Curator validation1/1

Primary source is EUR-Lex (official EU legal text); secondary source is EIGE (the EU's dedicated gender equality body) — both authoritative and fully verifiable.

Cite this

Evidoria. Directiva de la UE sobre Transparencia Retributiva (2023/970/UE). Persistent ID: f453b204-516d-46de-a9e4-54b0a0b331cb.

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