Directive (EU) 2023/970 on pay transparency
Directive (EU) 2023/970 of 10 May 2023 strengthening equal pay for equal work or work of equal value between men and women through pay transparency and enforcement. Requires gender-neutral pay structures and job evaluation; pay transparency before employment (pay range, ban on pay-history questions); accessible pay-setting and progression criteria; a worker right to comparative pay information; gender pay-gap reporting on size-based thresholds; joint pay assessment where an unjustified gap of at least 5% persists; and a strong enforcement regime (full compensation, reversed burden of proof, access to evidence, three-year minimum limitation periods, penalties, protection against victimisation). To be transposed by 7 June 2026.
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Framework Domains (4)
Pay Transparency: Equal Pay and Job Evaluation
| Code | Title |
|---|---|
| PTD-Art.4 | Equal work and work of equal value |
Pay Transparency: Horizontal Provisions
| Code | Title |
|---|---|
| PTD-Art.24 | Equal pay in public contracts and concessions |
| PTD-Art.25 | Victimisation and protection against less favourable treatment |
Pay Transparency: Pay Transparency Measures
| Code | Title |
|---|---|
| PTD-Art.10 | Joint pay assessment |
| PTD-Art.11 | Support for employers with fewer than 250 workers |
| PTD-Art.5 | Pay transparency prior to employment |
| PTD-Art.6 | Transparency of pay setting and pay progression policy |
| PTD-Art.7 | Right to information |
| PTD-Art.8 | Accessibility of information |
| PTD-Art.9 | Reporting on the pay gap between female and male workers |
Pay Transparency: Remedies and Enforcement
| Code | Title |
|---|---|
| PTD-Art.12 | Data protection |
| PTD-Art.13 | Social dialogue |
| PTD-Art.14 | Defence of rights |
| PTD-Art.15 | Procedures on behalf or in support of workers |
| PTD-Art.16 | Right to compensation |
| PTD-Art.17 | Other remedies |
| PTD-Art.18 | Shift of burden of proof |
| PTD-Art.19 | Proof of equal work or work of equal value |
| PTD-Art.20 | Access to evidence |
| PTD-Art.21 | Limitation periods |
| PTD-Art.22 | Legal costs |
| PTD-Art.23 | Penalties |
Maps to 1 other framework
Frequently Asked Questions
What is Directive (EU) 2023/970 on pay transparency?
Directive (EU) 2023/970 on pay transparency is a compliance framework from European Union with 4 domains and 22 controls. Directive (EU) 2023/970 of 10 May 2023 strengthening equal pay for equal work or work of equal value between men and women through pay transparency and enforcement. Requires gender-neutral pay structures and job evaluation; pay transparency before employment (pay range, ban on pay-history questions); accessible pay-setting and progression criteria; a worker right to comparative pay information; gender pay-gap reporting on size-based thresholds; joint pay assessment where an unjustified gap of at least 5% persists; and a strong enforcement regime (full compensation, reversed burden of proof, access to evidence, three-year minimum limitation periods, penalties, protection against victimisation). To be transposed by 7 June 2026. It is used by organisations to establish and maintain compliance with industry standards and regulatory requirements.
How many controls does Directive (EU) 2023/970 on pay transparency have?
Directive (EU) 2023/970 on pay transparency has 22 controls organised across 4 domains. The largest domains are Pay Transparency: Remedies and Enforcement (12 controls), Pay Transparency: Pay Transparency Measures (7 controls), Pay Transparency: Horizontal Provisions (2 controls). Each control defines specific requirements that organisations must implement to achieve compliance.
What frameworks does Directive (EU) 2023/970 on pay transparency map to?
Directive (EU) 2023/970 on pay transparency maps to 1 other compliance frameworks. The top mapping partners are GDPR (5% coverage). Use our comparison tool to explore control-level mappings between frameworks.
How do I get started with Directive (EU) 2023/970 on pay transparency compliance?
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