EU Directive 2023/970 · Italy
Pay transparency is here. Make it an advantage, not a scramble.
In Italy, EU Directive 2023/970 was transposed by Legislative Decree 96/2026, in force since 7 June 2026: a pay range in job ads, no questions about previous pay, neutral selection.
What changes
Five obligations, in plain language
- 01
A salary band in every posting
A pay range — and the applicable CCNL — must appear in the job ad, before the interview.
- 02
No salary-history questions
You can no longer ask a candidate what they earned in a previous role.
- 03
Gender-neutral ads & selection
Job ads and selection criteria must be gender-neutral and objective.
- 04
Right to information
Candidates and employees can request the pay criteria and average pay levels.
- 05
Burden of proof & reporting
In a dispute the employer must prove there was no discrimination; firms with 150+ employees report pay gaps from 2027.
This page is guidance, not legal advice. References: our EU compliance matrix · official text of Directive 2023/970
Built for what the directive asks
How InTransparency keeps you ahead
Salary bands built in
Without a pay range the job ad stays a draft (curricular internships are exempt by law). The CCNL goes in the same form.
Selection on skills
You select on skills extracted from real work — objective and documented, never on protected attributes.
Neutral-language assist
We flag non-neutral wording in the text of your job ad.
An audit trail
Searches, opened profiles, contacts and application decisions stay in the audit log.
When a selection has to be documented, a CV leaves no trail. Evidence does. Why hire on evidence →
Self-check
Are you ready?
If you can tick them all, you’re in good shape. If not, we know where to start.
Several of these are not in place yet — they are the ones to look at first.
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Turn transparency into an edge
Publish the range, select on skills, and keep a record of your decisions.