Finland’s Implementation of the EU Pay Transparency Directive

Finland is advancing rapidly toward full compliance with the EU Pay Transparency Directive, demonstrating its ongoing commitment to gender equality in the workplace. In May 2025, the Finnish government released a draft bill to amend national equality legislation, aiming for the law to take effect by May 2026—well ahead of the EU deadline.

The proposed legislation introduces several key requirements for employers. All job postings must include clear salary ranges or starting pay to ensure transparency from the outset of recruitment. Employers will be prohibited from asking candidates about their salary history, a move designed to prevent historical pay discrimination from carrying over into new roles.

Employees will gain enhanced access to pay information, including their individual pay level and the average salary for their job category, broken down by gender. Employers must respond to such requests within two months. Organizations with 50 or more employees will also be required to publish transparent, objective criteria for pay progression and career advancement.

Larger employers will be subject to gender pay gap reporting obligations. Companies with 250 or more employees must report annually beginning in 2027, while those with 150 to 249 employees will follow a triennial schedule. Organizations with 100 to 149 employees will join the reporting cycle by 2031.

If a gender pay gap of 5% or more is identified in any role category and cannot be justified by objective criteria, the employer must take corrective action or carry out a joint pay assessment with employee representatives. Failing to comply may lead to financial penalties, and the proposed law extends the limitation period for filing pay discrimination claims to three years.

Conclusion: With its clear timeline, strong enforcement mechanisms, and centralized reporting systems, Finland is setting a high standard for pay transparency. Employers should begin preparing now to ensure compliance and foster greater equity in compensation.