Flash webinar: EU Pay Transparency Directive implementation in Denmark
What the Danish proposal includes, what is new compared to the current rules, and what employers should start preparing for.
About the webinar
Denmark has presented its implementation plan for the EU Pay Transparency Directive. It will introduce new requirements for employers regarding pay transparency, reporting, and documentation.
In this webinar, we will walk you through what the Danish proposal includes, what is new compared to the current rules, and what employers should start preparing for ahead of the upcoming requirements.
This webinar is ideal for anyone working in HR, payroll, legal, or leadership roles who wants a clear overview of what’s coming next.
- Morten Brøkner, Executive Reward Advisor and Managing Partner at The Reward Firm
- Michael Bendixen, Lead Reward Advisor at The Reward Firm
- Michael Møller Nielsen, Partner and Attorney in the Employment Law team at Lund Elmer Sandager
- Moderated by Ingrid Haugen-Flermoe from Pihr
Speakers
Agenda
Questions and answers
The questions participants asked during the webinar, and the speakers’ answers.
When is the new Danish pay transparency law expected to start?
The current draft says the new rules are planned to enter into force on 1 January 2027. That is later than the EU transposition deadline, so the final timing still depends on the Danish legislative process.
Will employees have a right to ask for pay information?
Yes. Under the planned Danish law, employees are expected to have the right to receive information about their own pay and about average pay levels, broken down by gender, for comparable work. This follows the core information rights in the EU Pay Transparency Directive and is also highlighted in commentary on the Danish draft.
Will this only apply to large companies?
No. The planned Danish law is expected to affect all employers in some way, especially through rules on pay setting, recruitment transparency, and employee information rights. The biggest reporting duties, however, apply mainly to larger employers.
Will companies with fewer than 100 employees also have reporting duties in Denmark?
Possibly yes. The Danish draft goes further than the EU minimum by proposing reporting obligations for some employers with 50–99 employees, where certain conditions are met. That is one of the notable features of the current proposal.
Will employers need objective rules for pay and pay progression?
Yes. A key part of the planned Danish law is that employers should have objective, gender-neutral criteria for pay and pay progression. This is one of the main building blocks of the Danish draft and of the EU directive itself.
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