Pay transparency is becoming mandatory. How ready are you?
Germany missed the transposition deadline on 7 June 2026, and it is not alone. That is no reason to sit back. The rules are coming, only the timing is still open.
And the preparation does not depend on the law. Every obligation in the directive comes down to two things: a defensible pay structure and clean pay data. Both take time, and you can start on both now. This check shows you in eight questions where you stand on each and what to tackle next.
Based on Directive (EU) 2023/970. Most member states had not completed transposition as of August 2026, so deadlines and details may still shift as national laws are passed. This check is for orientation and is not legal advice.
Process and communication matter, but they can be set up in weeks. Structure and data take months, which is why they decide where you sit.
How this is scored
What to tackle next
What applies to you
Transposition status in your countries
The state of the legislation, not a judgement on what applies in your case. For interpretation in a given country you need local advice.
As of 5 August 2026, compiled from public legislative sources in the member states. Not a judgement on what applies in your case, which needs advice in the country concerned.
Your result as a PDF
To work from internally: as a basis in the team, for the conversation with Finance and Legal, and as a status document when you take this to the leadership team.
Updated August 2026. Based on Directive (EU) 2023/970. National transposition is incomplete in most member states, so deadlines and details may still shift. This check is for general orientation and does not constitute legal advice. For an assessment of your specific situation, please consult qualified legal counsel.