Good practice

Diretiva da UE sobre Transparência Salarial (2023/970/UE)

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A Diretiva 2023/970/UE obriga os empregadores dos 27 Estados-Membros a divulgar gamas salariais, a conceder aos trabalhadores o direito de comparar remunerações e a reportar disparidades salariais de género — com ação corretiva obrigatória quando a disparidade ultrapasse 5%.

13 %

Disparidade salarial média de género na EU na data-limite de transposição (2026)

Diretiva da UE sobre Transparência Salarial (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

A Directive 2023/970/EU, adotada em 10 de maio de 2023, é o primeiro instrumento vinculativo a nível da EU em matéria de transparência salarial, exigindo a divulgação de intervalos salariais, o direito dos trabalhadores a comparar remunerações, a obrigatoriedade de relatórios sobre a disparidade salarial entre géneros para empregadores com 100+ trabalhadores a partir de junho de 2027, avaliações salariais conjuntas sempre que a disparidade exceda 5%, e a inversão do ónus da prova.

Results

À data-limite de transposição em junho de 2026, a disparidade salarial média de género na EU situava-se em aproximadamente 13%, tendo estagnado durante uma década; o impacto empírico só poderá ser avaliado quando os primeiros relatórios obrigatórios dos empregadores forem apresentados, em junho 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. Diretiva da UE sobre Transparência Salarial (2023/970/UE). Persistent ID: f453b204-516d-46de-a9e4-54b0a0b331cb.

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