Good practice

Directive de l'UE sur la transparence salariale (2023/970/UE)

Belgium · Brussels · See the Belgium profile

La directive 2023/970/UE oblige les employeurs des 27 États membres à divulguer les fourchettes de rémunération, à accorder aux travailleurs le droit de comparer leurs salaires et à déclarer les écarts de rémunération entre femmes et hommes — avec action corrective obligatoire si l'écart dépasse 5 %.

13 %

Écart de rémunération moyen entre les femmes et les hommes dans l'EU à la date limite de transposition (2026)

Directive de l'UE sur la transparence salariale (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, adoptée le 10 mai 2023, est le premier instrument contraignant à l'échelle de l'EU en matière de transparence des rémunérations ; elle impose la publication des fourchettes salariales, un droit des travailleurs à comparer leur rémunération, l'obligation pour les employeurs de 100+ salariés de publier un rapport sur l'écart de rémunération entre les femmes et les hommes à compter de juin 2027, des évaluations salariales conjointes lorsque l'écart dépasse 5%, ainsi qu'un renversement de la charge de la preuve.

Results

À la date limite de transposition de juin 2026, l'écart de rémunération moyen entre les femmes et les hommes dans l'EU s'établissait à environ 13%, après une décennie de stagnation ; son impact réel ne pourra être évalué qu'à la remise des premiers rapports obligatoires des employeurs, prévue en juin 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. Directive de l'UE sur la transparence salariale (2023/970/UE). Persistent ID: f453b204-516d-46de-a9e4-54b0a0b331cb.

Export as decision brief (PDF)

Similar practices you may find useful

★ 100

United Kingdom Mandatory Gender Pay Gap Reporting (Equality Act 2010 / 2017 Regulations)

United Kingdom

Since April 2017, all UK employers with ≥250 staff must publish annual gender pay gap data. Over 10,700 employers now …

★ 96

Australia's WGEA Employer-Level Gender Pay Gap Disclosure (2024)

Australia

First public disclosure of median gender pay gaps for ~5,000 Australian employers (100+ staff), published 27 Feb 2024. Median employer …

★ 96

Ireland's Gender Pay Gap Information Act 2021

Ireland

Ireland's 2021 Act mandates annual gender pay gap reporting; in the first cycle (December 2022) 500+ companies disclosed figures showing …

★ 96

Sweden's Mandatory Annual Pay Equity Survey (Lönekartläggning)

Sweden

Sweden's Discrimination Act requires employers with 10+ staff to conduct an annual pay equity survey (lönekartläggning) and close identified gaps …