The salary rules just changed in Europe.
Employers must publish pay ranges before the first interview, can no longer ask about salary history, and must use documented, objective, gender-neutral pay criteria.
Pay or pay ranges must be visible to candidates in the posting or before first interview.
Recruiters can no longer ask about previous salary to set the next one.
Pay decisions must follow written, objective, gender-neutral criteria the company can defend.
Employees can request average pay levels for similar roles, by gender.
Companies of 100+ must publicly report gender pay gaps.
Gaps above 5% without objective justification trigger joint pay assessments.
Directive (EU) 2023/970 explained end to end: deadlines, thresholds, reporting, worker rights, penalties, country status.
Better data. Better conversations.
Pay ranges are now public information. Compare yours to the market and walk into negotiations with the numbers in your hand.
Defensible ranges. Faster hiring.
Build pay ranges with rationale you can publish, defend in audits, and explain to candidates.