The EU has introduced a new directive (2023/970) to strengthen equal pay between men and women and to reduce pay discrimination. The EU Pay Transparency Directive will be transposed into national laws by 7 June 2026, which means companies will need to adapt their processes and systems by then.

This survey aims to understand how employees across different organisations feel about these upcoming changes, what questions or concerns people may have, and how the new rules might influence workplace expectations and attitudes.

You can read the short summary below about the changes the new directive will bring, and then share your opinion with us.

Everyone who completes the survey can enter our prize draw, where a few lucky participants will win a free career consultation / psychometric assessment from Manpower. To take part in the draw, please leave your name or email address in the final question – this information will only be used for contacting the winners and will not be linked to your survey responses in any way.
Please click here to read our privacy notice.

Thank you in advance for taking part in this survey!

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Information about the EU Pay Transparency Directive - What It Means in Practice for Employees



1. If you're applying for a job, the employer has to tell you the starting salary or a pay range before or during the interview (and in some countries, already in the job advert).
2. Employers are not allowed to ask you about your past or current pay when hiring.
3. As an employee, you can request your own pay level and the average pay for comparable roles in your company — broken down by gender.
4. You can also ask to see how pay is determined: what criteria are used for setting salaries, promotions, raises, etc. These criteria must be objective and gender neutral.
5. Employers must inform all employees at least once a year about their right to request this pay information.
6. Larger companies will have to regularly report on their gender pay gap to national authorities. If a company identifies a gender pay gap of more than 5% that cannot be objectively justified, it must carry out a joint pay assessment with employee representatives.
7. Employees who experience pay discrimination based on gender can claim compensation, including back pay.
8. In disputes about pay discrimination, the burden of proof shifts to the employer — meaning they must demonstrate that no discrimination took place.
9. Penalties (such as fines) will apply to employers who do not comply with the rules.
10. Employers can no longer include contract clauses that prevent employees from discussing their pay with colleagues.