The Pay Transparency Directive introduces several new rights and obligations, which we have previously described here. The EU rules have an implementation deadline of 7 June 2026.
The new draft bill will give companies more time to implement the new rules. Therefore, the rules are not expected to come into force until 1 January 2027.
The overall purpose of the rules is to combat gender pay gaps, and a lack of pay transparency is one of the obstacles. Under the new rules, companies must, among other things, prepare for:
- Information obligations towards job applicants and employees
- Categorisation of employees and establishment of salary structures
- Reports and assessments of salary differences
The next step is for the bill to be considered in the Danish Parliament. No dates have yet been set for this, but we are following developments closely.
iuno’s opinion
Although the draft bill is currently only at the consultation stage, it contains several helpful inputs for companies. Companies would therefore be well advised to continue or start their internal preparations for the new rules. We have previously written about how to approach the project here.
iuno recommends that companies closely follow the developments. Although changes may still be made before the law is finally adopted, some requirements will not change significantly from the directive's framework.
[Draft bill to amend the Danish Act on Equal Pay of 26 February 2026]