New Rules on Pay Transparency and the Right to Information

Equal Opportunities – Discrimination
Equal Pay: New Rules on Pay Transparency and the Right to Information

From 7 June 2026, new provisions come into force aimed at strengthening equal pay between men and women through pay transparency obligations imposed on employers. The measure implements European legislation and introduces instruments designed to facilitate the identification of unjustified pay differentials.
Among the principal innovations is the obligation to indicate, already in recruitment notices, the starting salary or the relevant pay band for the position offered. In addition, candidates may not be asked to provide information about remuneration received in previous employment relationships.
Workers will have the right to know the criteria used to determine pay and, under certain conditions, to obtain information on the average pay levels of categories of staff performing the same work or work of equal value. Any clause preventing workers from disclosing their own remuneration is also prohibited.
Larger companies are subject to specific obligations to collect and report data on the gender pay gap. Where a pay differential of at least 5% emerges that cannot be justified by objective criteria, the employer will be required to carry out a joint assessment with workers” representatives and to adopt the measures necessary to eliminate the disparities.