Salary transparency – what does this actually mean for companies?
The standard asks: “Will salaries really be transparent next year?”
Away June 7, 2026 The EU directive on pay transparency comes into force. Companies must then:
- At latest during the job interview provide information about the starting salary or salary range,
- may no longer according to the previous salary questions,
- and must provide employees, upon request, with information on the average salary of the same or comparable groups – broken down by gender.
What do companies associate with transparency?
Trust? Loss of control? Risk? Costs? Cultural change?
I see this as a great opportunity for fairness and credibility – and at the same time an invitation to reflect on and further develop existing processes and methods of communication.
How do you deal with this issue in your organizations?
Is transparency a strategic advantage for you – or rather a challenge?
