1️⃣ Job Ads Must Be Transparent About Pay

From 2026 onwards, every employer must clearly indicate salary information in job postings.
The classic phrase “competitive salary” will no longer suffice.

Example

• Today: “We offer a competitive salary package.”
• From 2026: “We offer a gross monthly salary between €3,200 and €3,800, depending on experience.”

You’ll also no longer be allowed to ask candidates about their previous salary.
The focus will shift to the value of the role, not the candidate’s salary history.

💡 Tip:
Review your job templates now and train hiring managers to speak transparently about salary ranges.

2️⃣ Employees Gain the Right to Pay Information

Employees will have the right to ask:

• what their own salary consists of, and
• what the average pay is for colleagues in similar roles (shared anonymously, broken down by gender).

Example
A legal counsel wants to know whether male and female colleagues are paid equally.
You’ll need to provide that data within two months.

💡 Tip:
Make sure your HR systems and payroll data are well-structured: it will save time and stress later.

3️⃣ Reporting on the Gender Pay Gap

Employers with at least 250 employees will have to report annually on the pay gap between men and women.

If the report shows a difference of more than 5% without an objective reason (such as experience or role level), you’ll need to investigate the cause together with employee representatives and take corrective action if necessary.

Example
A large firm notices that female project leads earn 6% less than their male peers.
If this cannot be objectively justified, the discrepancy must be reviewed and corrected.

💡 Tip:
Start an internal pay comparison now, better to anticipate than to react.

4️⃣ In Pay Disputes, the Burden of Proof Lies with the Employer

If an employee files a complaint about unequal pay, you must prove that the difference is objectively justified.

Example
An employee raises a pay discrimination claim.
If you can show that the difference is due to seniority or responsibilities, you’re compliant.
If not, you risk penalties or compensation claims.

💡 Tip:
Document your pay scales and evaluation criteria in writing. It protects you as an employer.