Employers across the EU must inform job candidates of the starting salary or pay range for a position either in the job advertisement or before the interview, under the EU’s new pay transparency framework.
The measure is part of the EU Pay Transparency Directive, which member states were required to transpose into national law by June 7, 2026. The directive aims to strengthen the principle of equal pay for equal work or work of equal value and reduce the gender pay gap across the bloc.
The rules mark a major change for job applicants, who will be entitled to clearer salary information earlier in the hiring process. They also limit one of the most controversial practices in recruitment: using a candidate’s previous earnings as a reference point for a new offer.
EU employers can no longer use previous salary to shape a new job offer
For years, many employers and recruiters across Europe asked job applicants to disclose their most recent salary before making a new offer. In some cases, candidates were even asked to provide documentation proving previous earnings.
Under the EU rules, employers are not allowed to ask applicants about their pay history. Salary discussions are instead expected to focus on the responsibilities of the position, the candidate’s qualifications, and the value of the role itself.
Critics of salary-history questions argued that the practice allowed existing pay inequalities to follow workers from one job to the next. If someone had been underpaid in a previous position, a new employer could use that lower figure as a reference point, limiting future earnings even when the new role involved greater responsibility.
The European Commission has linked this issue to broader structural inequalities in the labor market. Women, younger workers, immigrants, and other groups that have traditionally faced disadvantages were often more exposed to the effects of salary history questions.
By removing previous pay from the hiring process, the directive seeks to prevent old wage gaps from shaping future job offers.
Salary information must be given earlier
The new EU approach also addresses one of the most common frustrations among job seekers: going through a lengthy recruitment process without knowing what the position pays.
Employers must provide salary information in a timely manner, either in the vacancy notice or before the interview takes place. This gives candidates a clearer basis for deciding whether a role matches their expectations before they invest time in interviews, tests, and negotiations.
It also prevents pay discussions from being delayed until the final stages of hiring, when applicants may already feel committed to the process.
For workers, the change offers greater transparency and stronger bargaining power. For companies, it means recruitment practices will need to become more structured, consistent, and accountable.
Job ads must be gender-Neutral
The directive goes beyond salary disclosure. Job vacancy notices and job titles must be gender-neutral, and recruitment processes must be organized in a way that ensures equal treatment for all applicants.
Employers are also expected to use more transparent criteria when setting pay and evaluating positions. This is intended to help businesses demonstrate that workers are paid equally for the same work or for work of equal value.
The reform places new pressure on companies to review internal pay systems, define salary bands more clearly, and train HR teams on the new requirements.
Greece moves toward EU salary transparency rules for employers and job hiring
In Greece, the Labor Ministry has moved to transpose the EU Pay Transparency Directive into national law through draft legislation.
According to Greece’s public consultation portal, a draft bill on strengthening the application of equal pay between men and women was placed under consultation in June, with the consultation process concluding on June 17.
The final national framework will determine how the new rules are applied and enforced in practice in Greece. As with other EU member states, the broader direction is toward greater transparency in hiring, fewer discriminatory practices, and stronger information rights for workers.
A major shift in European hiring practices
Labor market experts view the ban on salary history questions as a major change in the balance of power between employers and job candidates.
Rather than allowing pay negotiations to be shaped by past earnings, the new framework moves the focus to the actual value of the job. Applicants should be assessed on their suitability for the role, not on salaries they accepted under different circumstances or at earlier stages of their careers.
The reform signals a broader shift in European labor relations. Pay transparency is no longer treated as an optional good practice by employers, but as a formal legal obligation that national authorities are expected to enforce.
The coming months will show how businesses across Europe adapt to the new requirements and whether the rules help create a labor market that is more open, competitive, and fair for workers.
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