The EU Pay Transparency Directive (2023/970) requires employers to disclose the starting salary or a salary range to applicants before the interview. Asking about previous pay is prohibited. EU member states had until 7 June 2026 to implement it.
With Directive (EU) 2023/970, the EU has set rules for greater pay transparency. Its goal is equal pay for equal or equal-value work. For recruiting, two points matter most.
1. Salary information before the interview
Applicants are entitled to learn the starting pay or its range. This can be stated in the job ad, or must be communicated at the latest before the interview. The figure must be based on objective, gender-neutral criteria.
2. No questions about previous pay
Employers may not ask about pay history from earlier jobs. Negotiations are based on the role, not on an old payslip.
When does it apply?
EU member states had to transpose the directive into national law by 7 June 2026. For Germany, that means an update to the Pay Transparency Act (Entgelttransparenzgesetz). Employers should check the exact details with their own legal counsel – this article is an overview, not legal advice.
What this means for approaching professionals
Companies that already communicate transparently have the advantage. On Jonder, the salary range is mandatory in the first message whenever the professional has set it that way – which is the case for most profiles. Leave out the range, and the request simply can't be sent.
- State a realistic range instead of "attractive compensation".
- Explain what determines placement within the range – experience, responsibility, certifications.
- Document the criteria you use to set salaries.
Conclusion
Pay transparency isn't a risk – it's a recruiting advantage. Professionals are far more likely to respond to a message that gets straight to the point.
Try Jonder
Create a free, anonymous profile – or, as a company, find matching professionals in real time.