{"id":141113,"date":"2026-06-01T11:32:44","date_gmt":"2026-06-01T10:32:44","guid":{"rendered":"https:\/\/www.edenred.pt\/uncategorized\/wage-transparency-in-portugal-what-does-your-company-need-to-do-now\/"},"modified":"2026-06-01T12:06:46","modified_gmt":"2026-06-01T11:06:46","slug":"wage-transparency-in-portugal-what-does-your-company-need-to-do-now","status":"publish","type":"post","link":"https:\/\/www.edenred.pt\/en\/news\/human-resources\/wage-transparency-in-portugal-what-does-your-company-need-to-do-now\/","title":{"rendered":"Wage transparency in Portugal: what does your company need to do now?"},"content":{"rendered":"\n

On June 7, 2026, “salary secrecy” will cease to exist in Portugal. The European Pay Transparency Directive (EU 2023\/970<\/a> ) comes into force on that date and brings with it one of the biggest changes in employment law in recent decades. More than imposing transparency rules, it will force companies to (re)evaluate the value of their work.Only a few days to go. The question is: is your company ready? <\/strong><\/p>\n\n

Why this Wage Transparency Directive?<\/h2>\n\n

The aim of the Directive is to ensure that men and women receive the same pay for the same work, closing the gender pay gap that persists in the European Union, where women earn on average around 12% less than men<\/a> – a gap that in Portugal stands at 8.6%.These figures are nothing new. What has changed with the directive is the obligation to act and demonstrate this in a transparent way, with concrete data and well-defined processes. <\/p>\n\n

What changes from June?<\/h2>\n\n

Recruitment<\/h3>\n\n

The new legislation establishes transparency rules from the very first stages of a recruitment process<\/strong> and in the interaction with candidates:<\/p>\n\n

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  • Companies need to define salary ranges in advance before opening any vacancies;<\/li>\n\n\n\n
  • All job advertisements must indicate the salary or salary range for the position;<\/li>\n\n\n\n
  • It is now forbidden to ask candidates about their previous salary.<\/li>\n<\/ul>\n\n

    In practice, this means that HR teams have to review and formalize remuneration policies before posting any job offers.<\/p>\n\n

    Employee relations<\/h3>\n\n

    As of June 7, any employee can apply:<\/p>\n\n

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    • Information on the objective criteria that determine your salary and career progression;<\/li>\n\n\n\n
    • Your individual salary and the average salary of colleagues in the same or similar positions, broken down by gender.<\/li>\n<\/ul>\n\n

      The Pay Transparency Directive states that the company is obliged to respond to all requests for information from employees.<\/strong> If there are salary differences, they must be justified on the basis of criteria such as performance, seniority or clearly defined progression rules.<\/p>\n\n

      In the mandatory reports<\/h3>\n\n

      Depending on the size of the company, there are new obligations to disclose data on gender pay gaps:<\/p>\n\n\n