Country guide
Pay transparency in Italy
What the EU Pay Transparency Directive means for employers in Italy, based on its national transposition — status, thresholds, the joint-assessment trigger, and where to file.
Italy transposed the Directive via Legislative Decree No. 96 of 7 May 2026 (Gazzetta Ufficiale 1 June 2026), in force 7 June 2026: pay ranges in job postings, salary-history ban, a right to comparator pay information within two months (at most one request a year), and a joint pay assessment where an unjustified gap of 5% or more persists for six months. Pay-gap reporting under art. 9 binds employers with at least 100 employees — 250 or more collect by 7 June 2027 and annually thereafter, 150 to 249 by 7 June 2027 and every three years, 100 to 149 by 7 June 2031 and every three years. The pre-existing biennial rapporto sulla situazione del personale (Law 162/2021, more than 50 employees) is unaffected and binds alongside it.
Italy has transposed the EU Pay Transparency Directive into national law. The obligations below are in force and follow that national statute, not the directive in the abstract.
Italy sets reporting duties by employer size; the table below lists each band as the law states it. An average gap of 5% or more in a category of workers, not justified on objective grounds and not closed within six months, triggers a joint pay assessment with workers' representatives.
Figures are reported to the competent authority rather than published openly. Either way, the underlying work is the same: establish work of equal value through gender-neutral job evaluation, produce the statutory pay-gap report in the national format, and run a joint assessment where the gap is too wide.
Obligations at a glance
| Reporting threshold | ||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
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| Laws in force |
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| Joint pay assessment | 5% gap | |||||||||||||||
| Public publication | Reported to the authority only | |||||||||||||||
| Competent authority | Ministero del Lavoro e delle Politiche Sociali / Consigliere di parità | |||||||||||||||
Frequently asked
Is the EU Pay Transparency Directive in force in Italy?
Italy has transposed the EU Pay Transparency Directive into national law. The obligations below are in force and follow that national statute, not the directive in the abstract.
Which employers have to report in Italy?
Italy sets reporting duties by employer size; the table below lists each band as the law states it. More than 50 employees, from 2022, every two years.
What triggers a joint pay assessment in Italy?
An average gap of 5% or more in a category of workers, not justified on objective grounds and not closed within six months, triggers a joint pay assessment with workers' representatives.
This guide summarises publicly available information for orientation only. It is not legal advice — confirm every figure against the national transposition text (Italy) before relying on it.