Pay transparency is here. Make it an advantage, not a scramble.
The EU Pay Transparency Directive’s transposition deadline was 7 June 2026: a salary band in every posting, no salary-history questions, neutral selection. Skills-first, evidence-based hiring makes all of it the default — not extra work.
Not Another Job Platform.
Five obligations, in plain language
A salary band in every posting
A pay range — and the applicable CCNL — must appear in the job ad, before the interview.
No salary-history questions
You can no longer ask a candidate what they earned in a previous role.
Gender-neutral ads & selection
Job ads and selection criteria must be gender-neutral and objective.
Right to information
Candidates and employees can request the pay criteria and average pay levels.
Burden of proof & reporting
In a dispute the employer must prove there was no discrimination; firms with 150+ employees report pay gaps from 2027.
How InTransparency keeps you ahead
Hiring on verified skills makes compliance a by-product, not a separate project.
Salary bands built in
Every job you post carries a pay range and CCNL by default — not an afterthought.
Selection on verified 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 your ads and selection criteria.
An audit trail
Every step is logged, so you can show a selection was fair if asked.
When a selection has to be documented, a CV leaves no trail. Evidence does. Why hire on evidence →
Are you ready? Seven checks
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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Transparency that helps everyone
Employers
Publish postings with a pay range and select on verified skills — the range is required before a posting can go live.
Academic partners
Show your graduates land roles with transparent, competitive pay.
Students
See the pay range up front, and get hired on what you can do.
The common questions
When does it apply?
The EU Directive 2023/970 transposition deadline was 7 June 2026; Italian rules follow from it.
Who is in scope?
All employers for the transparency duties; pay-gap reporting starts with 150+ employee firms (2027) and extends to smaller ones later.
What are the penalties?
Each member state sets them. In a dispute the burden of proof sits with the employer: on the platform, searches, profile views and contacts stay in the audit log.
Is this legal advice?
No — it’s orientation. Check the official text and your own advisors.
References: our EU compliance matrix · official text of Directive 2023/970
Turn transparency into an edge
Hire on skills verified from real work: documented today, fairer tomorrow.