At a glance
- The new edition of our Gender pay transparency: A global guide to reporting obligations is now available. This latest edition includes ten brand new jurisdictions, covering 55 countries across the world.
2023 has seen an important step forward in implementation of new regulation at European level. In April 2023, the European Council gave the final approval to a new directive seeking to strengthen the principle of equal pay through pay transparency. The new directive has now been signed into law and Member States have until 7 June 2026 to introduce domestic laws to give effect to the directive’s requirements. A period of legislative activity therefore lies ahead and, by no later than summer 2026, we can expect to see a wealth of new governance in this area in Europe.
Other countries outside of the EU are similarly imposing obligations in relation to mandatory pay reporting and transparency. This includes the US, where an increasing number of states and localities have passed salary transparency laws in recent years. Some states also require employer reporting. Employers are likely to see more changes in this area, with bills pending in a number of jurisdictions. States and localities also continue to enact laws restricting the ability of employers to inquire into an applicant’s salary history and/or prohibiting retaliation against an employee for discussing wages or compensation with co-workers. Canada and Brazil have also passed new laws imposing reporting obligations on certain employers.
If you are a GENIE subscriber, click here to compare and contrast the latest gender pay transparency developments across the globe. If you do not have a GENIE account, please speak to your usual DLA Piper contact or email our GENIE subscriptions team. You can also request a copy of our summary report by emailing us.
