Salary Negotiations Are Changing in the EU
Are you ready ?
Interaction Guide
Previous page
Next page
Use these buttons on each side of the slide to change page.
Use this button (at the top right of each slide) to identify interactions.
The EU Pay Transparency Directive
From June 2026, all EU companies with 100+ employees must comply with new salary transparency rules. This changes how salaries are negotiated and managed. Discover what it means for you as a future professional.
The pay gap in numbers
According to Eurostat, the gender pay gap in the EU stands at 12% in favour of men (2023). This gap often starts at hiring and persists throughout a career.
Why a Directive?
The EU adopted the Directive in 2023 to enforce binding rules on pay transparency. By June 7, 2026, all EU companies with more than 100 employees must comply. The 3 mains goals are transparency, pay equity and standardisation.
What is pay equity?
Pay equity means equal pay for work of equal or similar value, based on job-related factors, not personal traits.
Candidate rights
As a job candidate, you now have three important rights.
These changes are designed to a more balanced and transparent negotiation process - giving you clearer expectations, stronger leverage, and the ability to focus on aspects of the offer you can influence.
Employers must share the base salary or salary range before interviews.
Use this side of the card to provide more information about a topic. Focus on one concept. Make learning and communication more efficient.
Employers cannot ask about your past or current salary.
Employers must explain how pay progression and promotions are decided.
No Salary History
Title
Promotion Criteria
Salary Range
Write a brief description here
View +
Salary negotiation
BEFORE
AFTER
“What is your current salary?” Candidate: “€32,000.” → Negotiation based on history.
“The published range is €35,000–€40,000.” Candidate: “Can we discuss how progression works within this range?” → Clearer and fairer.
Transparency reduces guesswork but may also limit flexibility.
Why does it matter?
Women negotiate less often and for less. Past salaries can perpetuate inequalities. Transparency breaks the cycle and shifts focus to job value.
Role-play
Imagine you are applying for your first job. The recruiter asks: “What are your salary expectations?”
Once you’re hired
The Directive strengthens employee rights inside the company.
Gender-neutral standards
Freedom to share
Average salaries
Outside the EU
Don’t assume the same rules apply everywhere.
Always research local laws and norms when applying abroad.
12% gap
Recap
Why ?
Research
Action
Bias at hiring
EU Pay Transparency Directive MAP
Ask
What?
Prepare
Salary ranges
Employees
Candidates
Rights to info
Fair standards
Clear criteria
No salary history
Less flexibility
More clarity
Knowledge check
Knowledge check
Knowledge check
Your Action Plan
Your Action Plan for Salary Negotiations
Research
Prepare
salary ranges before interviews
2 smart questions on promotions/progression
Build
Understand
1 strong argument showing your value
company compensation structures
Salary Negotiations Are Changing in the EU
Gabrielle W. Cusson
Created on September 17, 2025
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Transcript
Salary Negotiations Are Changing in the EU
Are you ready ?
Interaction Guide
Previous page
Next page
Use these buttons on each side of the slide to change page.
Use this button (at the top right of each slide) to identify interactions.
The EU Pay Transparency Directive
From June 2026, all EU companies with 100+ employees must comply with new salary transparency rules. This changes how salaries are negotiated and managed. Discover what it means for you as a future professional.
The pay gap in numbers
According to Eurostat, the gender pay gap in the EU stands at 12% in favour of men (2023). This gap often starts at hiring and persists throughout a career.
Why a Directive?
The EU adopted the Directive in 2023 to enforce binding rules on pay transparency. By June 7, 2026, all EU companies with more than 100 employees must comply. The 3 mains goals are transparency, pay equity and standardisation.
What is pay equity?
Pay equity means equal pay for work of equal or similar value, based on job-related factors, not personal traits.
Candidate rights
As a job candidate, you now have three important rights.
These changes are designed to a more balanced and transparent negotiation process - giving you clearer expectations, stronger leverage, and the ability to focus on aspects of the offer you can influence.
Employers must share the base salary or salary range before interviews.
Use this side of the card to provide more information about a topic. Focus on one concept. Make learning and communication more efficient.
Employers cannot ask about your past or current salary.
Employers must explain how pay progression and promotions are decided.
No Salary History
Title
Promotion Criteria
Salary Range
Write a brief description here
View +
Salary negotiation
BEFORE
AFTER
“What is your current salary?” Candidate: “€32,000.” → Negotiation based on history.
“The published range is €35,000–€40,000.” Candidate: “Can we discuss how progression works within this range?” → Clearer and fairer.
Transparency reduces guesswork but may also limit flexibility.
Why does it matter?
Women negotiate less often and for less. Past salaries can perpetuate inequalities. Transparency breaks the cycle and shifts focus to job value.
Role-play
Imagine you are applying for your first job. The recruiter asks: “What are your salary expectations?”
Once you’re hired
The Directive strengthens employee rights inside the company.
Gender-neutral standards
Freedom to share
Average salaries
Outside the EU
Don’t assume the same rules apply everywhere.
Always research local laws and norms when applying abroad.
12% gap
Recap
Why ?
Research
Action
Bias at hiring
EU Pay Transparency Directive MAP
Ask
What?
Prepare
Salary ranges
Employees
Candidates
Rights to info
Fair standards
Clear criteria
No salary history
Less flexibility
More clarity
Knowledge check
Knowledge check
Knowledge check
Your Action Plan
Your Action Plan for Salary Negotiations
Research
Prepare
salary ranges before interviews
2 smart questions on promotions/progression
Build
Understand
1 strong argument showing your value
company compensation structures