ACLASA Pay
Past systems • Present decisions • Future intelligence
Last completed update Changes and review coverage ↓
Pay transparency • pay equity • world map

Pay Equity TrackerStart with the country. Then decide what to do.

A practical ACLASA map for pay transparency and pay equity. It shows countries with active rules, countries in transition and countries that need monitoring, without making the client dig through a long list first.

Export XLSX View country map Open staff-regulations library

How to read this: green means the local file is ready; amber means a priority country brief; blue means monitored rules; violet and charcoal mean active non-EU logic.

Country map

A map for the first client conversation.

01see where a rule already matters
02open a short employer brief
03export the same data to XLSX

Country intelligence · daily review

What changed. What to do next.

Compared with the previous production update:

No newly enacted pay-transparency change was confirmed. Romania’s Senate record now exposes a favourable budget-committee opinion dated 15 September, while L445/2026 remains pending in permanent committees; France bill no. 944 remains pending first reading and Poland UC127 remains a government draft project.

1 Changed0 Practical detail38 Rechecked6 Open verification

Practical detail

Romania

The Senate record for urgent proposal L445/2026 now lists a favourable budget-committee opinion issued on 15 September. The proposal remains in permanent committees, and the 2 October tacit-adoption date is a parliamentary milestone rather than an employer deadline or proof of enactment.

Review result

France

No superseding official act was confirmed in the 21 September differential review. Current governed position remains: France has an existing professional-equality index. Government bill no. 944, intended to transpose Directive (EU) 2023/970, was deposited in the Senate on 10 September 2026 and placed under the accelerated procedure. First reading remains pending, so the bill does not yet create new employer duties.

Review result

Poland

No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Recruitment amendments apply from 24 December 2025: initial pay or range information, gender-neutral recruitment wording and a restriction on salary-history questions. The official government register separately lists wider proposal UC127 as a draft. This bounded review does not establish complete enacted transposition.

Review result

Finland

No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The ministry published a voluntary gender-neutral job-evaluation model on 3 September 2026. Incomes Register guidance updated on 8 September sets out reporting preparations under HE 129/2026. The bill remains before Parliament; 1 January 2027 is proposed commencement, not enacted law.

Review result

Ireland

No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Existing Irish gender-pay-gap reporting remains separate from full Directive transposition. In the official 16 June 2026 answer, the Minister confirmed delayed full transposition and continuing annual publication; central-portal filing was described as following an amendment. The 13 September review read that answer, the consolidation dated 31 May 2025 and the original draft Heads 4 and 5. September enactment and mandatory portal commencement remain unverified.

Review result

Hungary

No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The official Labour Code text inspected on 13 September 2026 retains section 12 on equal treatment in remuneration and assessment of equal-value work; the displayed consolidation is dated 28 February 2025. This review does not verify September transposition. The autumn programme remained inaccessible behind CAPTCHA. The separate 11 September EUR-Lex observation of zero notified Hungarian measures is unchanged and does not prove that domestic legislation or proposals are absent.

All country findings and open points · 45

All 44 countries and the EU baseline were compared with production commit 1dcf77b9 through the governed 108-source register. The automated pass flagged 23 access or redirect warnings and no critical or error finding; availability signals did not change legal claims. Content review re-read the official France Senate, Romania Senate and Poland government-register records. Legal-review dates advanced only for those three content reviews; all other legal-review dates remain separate from the 21 September access check.

European UnionRechecked
Previously
EU baseline in force; national law must be checked
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Directive (EU) 2023/970 sets the common EU framework for equal pay, recruitment transparency, worker information rights, employer reporting and enforcement. The transposition deadline passed on 7 June 2026, but employer duties must be read through each country's enacted law.
Recommended next step
Create an entity-by-country obligation register: headcount, payroll period, worker requests, reporting owner and local legal source.
Suggested owner
HR lead with local employment counsel
Timing / condition
EU first reporting: 7 June 2027 for 150+; 7 June 2031 for 100–149, subject to national law.

Evidence: EU-PTD

Open country brief →
SlovakiaRechecked
Previously
Act No. 76/2026 Coll. in force; transitional information rules apply
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Act No. 76/2026 Coll. took effect on 7 June 2026. Section 6 separates information about an employee's own pay from sex-disaggregated category averages. Under section 18(2), category-average information is first provided for 2027. This does not create a separate 1 January commencement date for own-pay information.
Recommended next step
Check the 31 July pay-structure implementation evidence and preserve August–December payroll by equal-value category; start a two-month request-response log.
Suggested owner
HR and payroll lead
Timing / condition
31 July 2026 implementation date has passed; first 150+ report due 7 June 2027.

Evidence: SK-ACT76-MPSVR-TEXT

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ItalyRechecked
Previously
Legislative Decree 96/2026 in force; implementing arrangements require separate review
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Legislative Decree 96/2026 was published on 1 June and took effect on 7 June 2026. Article 7 provides written category-average pay information within two months, with requests no more than once annually and annual notice of the right. The review covered the original decree; later amendments and implementing arrangements were not exhaustively audited.
Recommended next step
Prepare annual and hourly pay components, equal-value groupings and the worker-information response process; obtain the applicable reporting instructions before submission.
Suggested owner
HR lead with local employment counsel
Timing / condition
First article 9 data collection: 7 June 2027 for 150+, 7 June 2031 for 100–149.

Evidence: IT-GU-96 · IT-DLGS96

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LithuaniaRechecked
Previously
National amendments in force with staged operational dates
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Lithuania enacted a pay-transparency amendment package. Employer pay-system design, candidate information, equal-value grouping and Sodra data flows are an active implementation programme, with obligations and data changes staged across 2026-2028.
Recommended next step
Assign payroll fields to occupational groups and test the January 2027 data extract; review the pay system and workers’ access process.
Suggested owner
HR and payroll lead
Timing / condition
Pay-system review by 31 December 2026; January 2027 monthly data submitted in February.

Evidence: LT-SADM · LT-SODRA

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FinlandRechecked
Previously
Government bill pending — not enacted law
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The ministry published a voluntary gender-neutral job-evaluation model on 3 September 2026. Incomes Register guidance updated on 8 September sets out reporting preparations under HE 129/2026. The bill remains before Parliament; 1 January 2027 is proposed commencement, not enacted law.
Recommended next step
Keep the payroll-field mapping as enactment-dependent preparation and monitor Parliament and Finlex for the adopted act and commencement text.
Suggested owner
HR lead with Finnish employment counsel
Timing / condition
Review immediately when Parliament adopts or amends HE 129/2026; the project timetable runs to 1 January 2027.

Evidence: FI-HE129 · FI-GOVERNMENT-PROJECT · FI-INCOMES-REGISTER

Open country brief →
FranceRechecked
Previously
Government bill no. 944 deposited in the Senate; accelerated procedure, not enacted law
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: France has an existing professional-equality index. Government bill no. 944, intended to transpose Directive (EU) 2023/970, was deposited in the Senate on 10 September 2026 and placed under the accelerated procedure. First reading remains pending, so the bill does not yet create new employer duties.
Recommended next step
Keep the existing equality-index workflow active. Map payroll, equal-value categories and recruitment fields to the proposal, but activate new duties only after final enactment and decree review.
Suggested owner
HR lead with French employment counsel
Timing / condition
Monitor Senate first reading and amendments now; no bill-based employer deadline applies before enactment.

Evidence: FR-SENATE-PJL944

Open country brief →
GermanyRechecked
Previously
Preparatory government work and opposition motion documented
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The government answer reported on 16 July 2026 describes preparatory transposition work. A Die Linke motion reported on 9 September calls for legislation; it is an opposition motion, not a government bill or enacted act. The cited review does not verify comprehensive enacted transposition.
Recommended next step
Keep the existing German information and equal-pay controls; prepare an implementation register that only activates new duties after an enacted text is confirmed.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: DE-BT-MOTION-21-7916

Open country brief →
PolandRechecked
Previously
Recruitment duties active; wider UC127 proposal remains a draft
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Recruitment amendments apply from 24 December 2025: initial pay or range information, gender-neutral recruitment wording and a restriction on salary-history questions. The official government register separately lists wider proposal UC127 as a draft. This bounded review does not establish complete enacted transposition.
Recommended next step
Audit job advertisements and information sent before interviews; keep the wider reporting design marked as draft.
Suggested owner
HR lead with local employment counsel
Timing / condition
Recruitment duties already apply; Q4 2026 is a government planning date.

Evidence: PL-KPRM-UC127 · PL-PIP-RECRUITMENT-CURRENT

Open country brief →
SpainRechecked
Previously
Existing register and audit rules confirmed; wider transposition not established
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The consolidated Royal Decree 902/2020 requires a pay register for all companies, including management and senior executives. Registers include sex-disaggregated means and medians; pay audits form part of equality plans. A prior Directive consultation ran from 24 April to 8 May 2026 and is closed; that historical consultation does not prove there was no later legislation.
Recommended next step
Add a consultation checkpoint before payroll signs off a register change; retain the invitation, consultation record and final register.
Suggested owner
HR and payroll lead
Timing / condition
At least ten days before the register is created or modified.

Evidence: ES-RD902-CONSOLIDATED

Open country brief →
NetherlandsRechecked
Previously
Government bill awaits both chambers; start date conditional
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The Dutch government page states that both parliamentary chambers still need to approve Bill 36949. The planned 1 January 2027 start remains conditional on that legislative process and is not a confirmed enacted effective date.
Recommended next step
Prepare job-value groups, applicant information and data owners, but label the implementation calendar as conditional.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: NL-GOV-PTD-BILL

Open country brief →
BelgiumRechecked
Previously
Existing biennial pay-structure report for covered 50+ employers; full transposition not confirmed
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Existing Belgian guidance requires a pay-structure analysis every two financial years for covered employers averaging at least 50 workers: abbreviated model for 50–99, full model from 100. The mediator is optional.
Recommended next step
Confirm the statutory headcount calculation and use the correct model; schedule presentation to the works council or trade-union delegation.
Suggested owner
HR lead with local employment counsel
Timing / condition
Biennial reporting cycle; derive the next delivery from the employer’s financial years and consultation timetable.

Evidence: BE-FPS-PAY-GAP

Open country brief →
SwedenRechecked
Previously
Renegotiation and preparation documented; final legislation not verified
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The government's no-bill and renegotiation announcement was on 26 March 2026. The 8 June announcement concerned resumed preparation and promotional work through the Equality Ombudsman. Guidance updated on 17 June said legislation was incomplete. These dated records do not establish an exhaustive September legislative status.
Recommended next step
Maintain the annual pay-survey workflow and documented equal-value grouping; keep draft reporting fields separate.
Suggested owner
HR lead with local employment counsel
Timing / condition
Continue the existing annual cycle; no new enacted commencement date confirmed here.

Evidence: SE-DO-PTD-GUIDANCE

Open country brief →
DenmarkRechecked
Previously
Ministerial answer clarifies proposed reporting; not enacted law
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The ministerial answer dated 27 August 2026 describes proposed reporting for certain employers with 50–99 workers where the same function includes at least eight men and eight women. This is not blanket coverage of every employer with 50+ workers, and enactment is not established by the answer.
Recommended next step
Keep a separate scenario for the proposed threshold; do not merge it into the current mandatory calendar.
Suggested owner
HR lead with local employment counsel
Timing / condition
The reviewed 2031 proposal is conditional; confirm final law before implementation.

Evidence: DK-FT-CONSULTATION · DK-FT-BEU85-ANSWER

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AustriaOpen verification
Previously
8 measures notified; economy-wide completeness not established
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: EUR-Lex listed eight Austrian measures, but the notification set includes limited or public-sector material and does not establish complete economy-wide transposition. Existing salary-range advertising and equality duties continue.
Recommended next step
Prepare the anonymised report, but obtain the current section 63 scope before deciding coverage for exactly 150 workers.
Suggested owner
HR lead with local employment counsel
Timing / condition
Covered reports go to worker representatives in Q1 following the reporting year; exact 150-worker boundary remains open.

Evidence: AT-GLBG-11A · AT-USP-INCOME-REPORT

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CzechiaRechecked
Previously
Government-approved transposition proposal; enactment not verified
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The Ministry of Labour page, updated on 31 August 2026, confirms government approval of the transposition proposal. The proposal is a substantive legislative step, but government approval does not establish enacted law or a general effective date.
Recommended next step
Build a gap between current payroll data and the proposed equal-value reporting fields; retain proposal labels in management papers.
Suggested owner
HR lead with local employment counsel
Timing / condition
2028 for 150+ and 2031 for 100–149 remain proposed first-report years.

Evidence: CZ-MPSV-PTD-BILL

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HungaryOpen verification
Previously
Current transposition position unverified
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The official Labour Code text inspected on 13 September 2026 retains section 12 on equal treatment in remuneration and assessment of equal-value work; the displayed consolidation is dated 28 February 2025. This review does not verify September transposition. The autumn programme remained inaccessible behind CAPTCHA. The separate 11 September EUR-Lex observation of zero notified Hungarian measures is unchanged and does not prove that domestic legislation or proposals are absent.
Recommended next step
Use current equal-treatment controls and ask local counsel for the enacted national text before activating a new reporting date.
Suggested owner
HR lead with local employment counsel
Timing / condition
No new employer filing deadline is asserted.

Evidence: HU-LABOUR-CODE-SECTION12

Open country brief →
PortugalRechecked
Previously
Existing equal-pay law applies; partial-transposition consultation draft
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: BTE Separata 26/2026 of 5 August contains an official partial-transposition draft whose 20-day consultation period has elapsed. It proposes pre-contract pay information, a salary-history ban, information rights and reporting for employers with 50+ workers. Existing Law 60/2018 remains separate from these proposals.
Recommended next step
Continue existing equal-pay duties and keep a draft-to-final comparison before changing employer thresholds or reporting schedules.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: PT-BTE-SEPARATA26-2026 · PT-LAW60

Open country brief →
IrelandOpen verification
Previously
Existing 50+ gender-pay-gap reporting active; current full-transposition status not verified
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Existing Irish gender-pay-gap reporting remains separate from full Directive transposition. In the official 16 June 2026 answer, the Minister confirmed delayed full transposition and continuing annual publication; central-portal filing was described as following an amendment. The 13 September review read that answer, the consolidation dated 31 May 2025 and the original draft Heads 4 and 5. September enactment and mandatory portal commencement remain unverified.
Recommended next step
Continue the existing gender-pay-gap reporting workflow and keep Directive-specific recruitment, worker-request and equal-value changes in a controlled pending-law plan.
Suggested owner
HR lead with Irish employment counsel
Timing / condition
Monitor the Oireachtas and Irish Statute Book continuously; do not treat the updated consolidation date as transposition.

Evidence: IE-EMPLOYMENT-EQUALITY-CONSOLIDATION · IE-LEGISLATION-PROGRAMME-SUMMER-2026 · IE-PTD-MINISTER-20260616

Open country brief →
RomaniaChanged
Previously
L445/2026 in Senate committees; procedural dates are not employer deadlines
Finding
The Senate record for urgent proposal L445/2026 now lists a favourable budget-committee opinion issued on 15 September. The proposal remains in permanent committees, and the 2 October tacit-adoption date is a parliamentary milestone rather than an employer deadline or proof of enactment.
Recommended next step
Keep L445/2026 in the draft register, prepare the data model, and wait for final enactment and commencement before activating new thresholds or deadlines.
Suggested owner
Romania HR lead with local employment counsel
Timing / condition
Monitor the 2 October 2026 parliamentary milestone; no new employer deadline is confirmed.

Evidence: RO-SENATE-L445

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BulgariaRechecked
Previously
Consultation closed; final enactment not established by the record
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Official consultation 12386 ran from 19 May to 18 June 2026 and is inactive. Results are dated 11 August; the final Council of Ministers act field was blank in the reviewed record. This supports a completion-proposal update, not a claim of enacted comprehensive transposition.
Recommended next step
Compare the final adopted text, when available, with the consultation; do not treat stakeholder comments as law.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: BG-CONSULTATION-12386-EXPORT

Open country brief →
CroatiaRechecked
Previously
Job-evaluation guidance available; legislative alignment in progress
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The ministry provides job-evaluation models for small, medium and large enterprises, including guidance dated 9 September 2026. The models assess the job rather than the person. Labour Act alignment is described as in progress; preparatory guidance is not evidence that transposition is already in force.
Recommended next step
Select the model matching employer size and test a small set of real job descriptions with documented factor evidence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Preparation can begin now; binding dates require the final law.

Evidence: HR-MROSP-JOB-EVALUATION · HR-MROSP-JOB-EVALUATION-FAQ-20260909

Open country brief →
SloveniaRechecked
Previously
Ministry plans transposition by end-2026; final enactment not verified
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: On 11 September the ministry announced planned pay-transparency transposition by the end of 2026. This adds a dated national plan to the previous notification-only brief; enactment is not established.
Recommended next step
Assign a Slovenian implementation owner and prepare job categories and payroll inputs while monitoring Uradni list for the final act.
Suggested owner
HR lead with local employment counsel
Timing / condition
End of 2026 is the ministry’s planning target, not an employer deadline.

Evidence: SI-GOV-PLAN-20260911

Open country brief →
EstoniaRechecked
Previously
Partial pay-transparency duties active; broader package not transposed in ministry guidance
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The ministry confirms amendments effective 13 July 2026: written pay or range information before the first interview, a salary-history ban, the right to discuss one's own pay and equal pay for the same or equivalent work absent objective gender-neutral justification. Current ministry guidance distinguishes wider Directive duties not yet transposed. Direct statutory article-by-article verification was limited by the legal-register page.
Recommended next step
Check pay information provided before interviews and salary-history questions; keep wider reporting fields in preparation.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current partial duties apply now; no new full-package commencement confirmed.

Evidence: EE-MKM-CURRENT-STATUS · EE-ACT-2026

Open country brief →
LatviaOpen verification
Previously
TAP 26-TA-700 remains a draft in the reviewed record
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The TAP record documents consultation from 26 March to 9 April, coordination from 27 June to 10 July and opinions on 14 July 2026. The reviewed draft is a planning input; its thresholds and reporting dates are not presented as binding employer duties.
Recommended next step
Obtain the current TAP history and final gazette publication before adopting the draft reporting schedule.
Suggested owner
HR lead with local employment counsel
Timing / condition
Draft 2027/2031 dates are not confirmed employer deadlines.

Evidence: LV-TAP-26-TA-700 · LV-TAP-26-TA-700-DRAFT

Open country brief →
GreeceRechecked
Previously
Law 5316/2026 published; confirm applicable commencement provisions
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The parliamentary record confirms Law 5316/2026, voted on 2 July and published in Gazette 105 A on 6 July 2026. EUR-Lex records notification on 23 July with a national declaration of completion. These publication and notification records do not independently establish every operative commencement or reporting clause, and national notification is not a Commission conformity assessment.
Recommended next step
Have local counsel identify the applicable articles and filing instructions for each legal entity before setting its deadline.
Suggested owner
HR lead with local employment counsel
Timing / condition
Entity-specific commencement and filing date still require confirmation.

Evidence: GR-PARLIAMENT-5316

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CyprusRechecked
Previously
Consultation closed; revised bill available
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The official consultation was published on 5 November 2025 and closed on 4 December 2025. Results and a revised bill are available. Article 36 proposes commencement on future Gazette publication; this clause does not establish that publication or commencement has occurred.
Recommended next step
Use the proposal to prepare data; verify the House and Gazette record before changing contractual information or statutory dates.
Suggested owner
HR lead with local employment counsel
Timing / condition
Consultation is no longer open; no final commencement verified in this source.

Evidence: CY-PTD-CONSULTATION

Open country brief →
MaltaRechecked
Previously
LN 173/2026 published; reporting timing needs careful application
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Malta published Legal Notice 173/2026 on 5 June 2026. Regulation 6 requires a written information response within eight days; requests in 2026 concern 2026 pay. Publication is established, but this review did not independently establish a commencement clause or exhaustively check later amendments.
Recommended next step
Preserve the full 2026 payroll period and obtain written filing instructions resolving regulation 9(5) before submission.
Suggested owner
HR lead with local employment counsel
Timing / condition
First reports by 7 June 2027 / 7 June 2031; resolve the additional timing clause locally.

Evidence: MT-LN173-PDF

Open country brief →
LuxembourgRechecked
Previously
Parliamentary discussion documented; enacted transposition not verified
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The Chamber of Deputies records Labour Committee discussion on 24 June 2026. The cited review does not verify comprehensive enacted transposition, but the committee record means a categorical pre-draft or no-bill description is not justified. The review is not an exhaustive search for later legislation.
Recommended next step
Prepare equal-value categories and a source-backed legal change register; await the final Legilux text for new obligations.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: LU-CHD-MEETING-1014627

Open country brief →
United KingdomRechecked
Previously
Great Britain 250+ gender-pay-gap reporting active
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The statutory regime described here covers England, Scotland and Wales, not the whole United Kingdom as one undifferentiated rule. Covered employers with 250 or more relevant employees report annually; private and voluntary-sector employers use a 5 April snapshot and publish by 4 April of the following year, while public authorities generally use 31 March and publish by 30 March.
Recommended next step
Keep the mandatory report calendar and prepare a separate action plan with owners, measurable actions and review dates. Label its present voluntary status.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current snapshot cycle: 30 March 2027 for covered public bodies; 4 April 2027 for private/voluntary employers.

Evidence: UK-GPG-GOV

Open country brief →
United StatesRechecked
Previously
Federal equal-pay baseline plus state and local transparency rules
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The federal Equal Pay Act does not use an EU-style 100-worker reporting threshold. Title VII generally applies from 15 employees. EEO-1 demographic reporting generally covers employers with 100 or more employees and qualifying federal contractors with 50 or more employees and a qualifying contract; it is not a universal pay-gap report.
Recommended next step
Check recruiter and agency adverts, California remote eligibility, and payroll/labour-contractor report scope; retain the certified submission receipt.
Suggested owner
HR lead with local employment counsel
Timing / condition
California 2025-data deadline was 13 May 2026: check any missing receipt now. Pay scale belongs in each covered posting.

Evidence: US-EEOC-PAY · US-CA-DIR-EQUAL-PAY · US-CA-CRD-REPORTING

Open country brief →
AustraliaRechecked
Previously
WGEA 100+ reporting active; 500+ target duties also apply
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Relevant Australian employers with 100 or more employees report annually to WGEA. A continuing-employer rule can keep an employer in scope while it remains at 80 or more employees, and employers with 500 or more employees have additional gender-equality target duties.
Recommended next step
Keep CEO approval, governing-body delivery evidence and a three-target register with baselines, owners and the entity’s selection date.
Suggested owner
CEO, HR reporting lead and governing body
Timing / condition
Standard reporting window 1 April–31 May; target period runs three years from selection. Confirm the entity’s portal cycle.

Evidence: AU-WGEA-REPORTING · AU-WGEA-COMPLIANCE · AU-WGEA-TARGETS

Open country brief →
CanadaRechecked
Previously
Federal 10+ proactive pay equity and separate 100+ LEEP reporting active
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: In federally regulated Canada, the Pay Equity Act generally applies from 10 employees and requires a proactive pay-equity process. The Legislated Employment Equity Program is a separate annual reporting layer generally for covered private-sector employers with 100 or more employees; provincial regimes must be assessed separately.
Recommended next step
Record why the entity is federally regulated, the date it became subject, the plan’s due date and the next five-year update; keep LEEP separate.
Suggested owner
HR lead with local employment counsel
Timing / condition
Entity-specific three- and five-year plan clocks; verify annual-statement and LEEP dates separately.

Evidence: CA-PAY-EQUITY · CA-LEEP

Open country brief →
BrazilOpen verification
Previously
100+ semi-annual reporting active; sixth-report availability not confirmed
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Law 14,611/2023 requires semi-annual transparency reporting by private legal entities with 100+ employees, with anonymisation and mitigation measures. The sixth-report data-update window ran from 3 to 31 August 2026. As of the 11 September public-source review, MTE's main page still referred to the fifth report; availability of the sixth report in an authenticated employer account was not verified.
Recommended next step
Check the employer’s official portal for its report, validate the figures and prepare the required publication; retain evidence of availability and the published report.
Suggested owner
HR lead with local employment counsel
Timing / condition
September publication cycle; a precise availability date remains unverified.

Evidence: BR-MTE-SIXTH-REPORT-2026 · BR-LAW14611

Open country brief →
JapanRechecked
Previously
Gender wage-gap disclosure applies to 101+ regular workers from 1 April 2026
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: From 1 April 2026, employers with 101+ regular workers must disclose the gender wage gap and the proportion of women in management. Employers with 101–300 add at least one other required indicator; 301+ add at least one from each of the two designated categories. The first covered financial year ends on or after 1 April 2026; publication is generally around three months after the next financial year begins.
Recommended next step
Prepare both indicators and the size-appropriate additional item(s). Record the first financial year ending on/after 1 April 2026 and the publication date.
Suggested owner
HR and payroll lead
Timing / condition
Generally about three months after the following financial year begins. A June 2026 year-end points to approximately September 2026, not a universal 30 September deadline.

Evidence: JP-MHLW-DISCLOSURE-2026

Open country brief →
South KoreaRechecked
Previously
Equal-value pay applies under the Act; the old under-five-worker exemption was deleted
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Article 8 of the Equal Employment Opportunity and Work-Family Balance Assistance Act requires equal pay for work of equal value within the same business. The former under-five-worker exception in Enforcement Decree article 2(2) was deleted in 2018. Check the remaining specific exceptions, including cohabiting-relative-only businesses and domestic workers, against the authoritative Korean text.
Recommended next step
Review small establishments previously excluded by the tracker. Compare actual skill, effort, responsibility and working conditions within the business.
Suggested owner
HR lead with local employment counsel
Timing / condition
Correct scope now; no universal public-report filing date follows from article 8.

Evidence: KR-EQUAL-EMPLOYMENT-ACT-TEXT · KR-EQUAL-EMPLOYMENT-DECREE

Open country brief →
IsraelOpen verification
Previously
Annual reporting active for 519+ employers and specified entities
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Israel's Equal Pay law requires annual gender-pay-gap analysis and publication for employers with more than 518 employees and for specified bodies covered by the amendment. Coverage is not a universal private-employer rule and must be tested by entity type. The current-year deadline and any extension remain unverified in this review.
Recommended next step
Obtain the Commission’s current notice for the covered year before deciding whether the report is late; preserve internal and public reports with privacy controls.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current-cycle publication deadline and any extension: verification required.

Evidence: IL-KNESSET-EQUAL-PAY

Open country brief →
South AfricaRechecked
Previously
2026 EEA2/EEA4 reporting open for designated employers
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The live Department portal confirms the 2026 EEA2/EEA4 cycle is open. Listed designated employers include those with 50+ employees, organs of state and employers with 1–49 employees designated by collective agreement. This is a fresh operational review; the 2025 regulations were not reread successfully in this pass.
Recommended next step
Use a pre-submission checklist for figures and CEO approval, then save the acknowledgement. Select online or manual delivery deliberately.
Suggested owner
CEO and Employment Equity reporting officer
Timing / condition
Manual/post: 1 October 2026. Online: 15 January 2027 at 23:59, as displayed by the regulator.

Evidence: ZA-DEL-EE-ONLINE-2026

Open country brief →
IndiaRechecked
Previously
Code on Wages section 3 in force; no universal public reporting
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Section 3 of India's Code on Wages commenced on 21 November 2025 and prohibits gender discrimination in wages for the same or similar work and in recruitment, subject to statutory exceptions. It has no general headcount threshold and does not create a universal public employer pay-gap report.
Recommended next step
Review recruitment templates and wage-comparison controls for gender-inclusive application; confirm the appropriate central/state rules for the establishment.
Suggested owner
HR lead with local employment counsel
Timing / condition
Apply the existing section 3 controls now; no universal pay-gap filing date asserted.

Evidence: IN-PIB-WAGES-GENDER · IN-CODE-WAGES-S3

Open country brief →
SingaporeRechecked
Previously
Tripartite fair-employment guidance active; Workplace Fairness Act enacted but not yet in force
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Singapore's current employer baseline remains the applicable fair-employment and tripartite framework. The Workplace Fairness Act has been enacted and is targeted to take effect at end-2027. A future exemption for employers with fewer than 25 employees has been announced, but those future statutory provisions are not yet operative. No universal public pay-gap report applies.
Recommended next step
Review recruitment criteria and grievance handling now; keep an owner for the final commencement notice and implementation rules.
Suggested owner
HR lead with local employment counsel
Timing / condition
End-2027 target remains subject to commencement arrangements; no universal report deadline.

Evidence: SG-MOM-WFA · SG-MOM-TGFEP

Open country brief →
SwitzerlandRechecked
Previously
100+ headcount equal-pay analysis framework active through 30 June 2032
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The Swiss threshold is 100 employees by headcount, not full-time equivalents, and apprentices are excluded. Analysis, independent verification and employee communication are separate steps. A repeat after four years is required only when the prior analysis did not demonstrate equal pay; the statutory framework is time-limited through 30 June 2032.
Recommended next step
Record the last analysis result, workforce at the year start, independent-review evidence and next required date; do not copy another employer’s 2025–2027 sequence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Derive the date from first coverage or the last failed analysis; framework runs through 30 June 2032.

Evidence: CH-EBG-REPEAT

Open country brief →
IcelandRechecked
Previously
National 50+ reporting framework in force; transition depends on prior certification
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Law 53/2026 and consolidated Law 150/2020 establish reporting every three years for entities averaging at least 50 staff annually. Regulation 946/2026 and regulator guidance were read on 13 September: submit job classification, sex-disaggregated pay analysis and a remediation plan where applicable. The earlier EEA-incorporation observation remains dated 3 September and was not reverified.
Recommended next step
Locate the latest certificate or confirmation and approval of the equality plan; calculate the entity’s deadline from that evidence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prior certificate/confirmation: three years after the latest one. Neither held: before 1 March 2027.

Evidence: IS-REGULATION-946-2026 · IS-ALTHINGI-LAW53

Open country brief →
New ZealandRechecked
Previously
Amended equal-pay and pay-equity claim process active; no universal public report
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: New Zealand's amended Equal Pay Act requires the current pay-equity claim eligibility and response process. A pay-equity claim generally concerns work performed by a workforce that is at least 70% female and has been predominantly female for at least ten consecutive years. The employer acknowledges a claim within five working days and generally decides whether it is arguable within 60 working days.
Recommended next step
Create a receipt-date log, acknowledgement template, union-notification privacy check and decision calendar; obtain legal review before discontinuing a claim.
Suggested owner
HR lead with local employment counsel
Timing / condition
5 working days to acknowledge; 60 working days to decide. Extension: up to 20 working days for one employer, 80 for multiple employers, subject to the guidance conditions.

Evidence: NZ-EMPLOYMENT-CLAIM-RESPONSE

Open country brief →
PeruRechecked
Previously
Job-category and equal-value pay framework active without a general headcount threshold
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Law 30,709 requires salary-policy controls and job-category/function schedules supporting non-discriminatory remuneration. The official Congress explanation also requires informing workers of the salary policy. The previously stated 4 August 2026 Supreme Court development could not be substantiated and is withdrawn; it must not be relied on as legal evidence.
Recommended next step
Keep approved category/function schedules and evidence that workers received the salary policy. Obtain the actual judgment before using any case-law claim in a pay decision.
Suggested owner
HR lead with local employment counsel
Timing / condition
Maintain the existing controls now; no new court-created deadline is asserted.

Evidence: PE-CONGRESS-LAW30709

Open country brief →
ChileRechecked
Previously
Same-work pay rule active; 10+ complaint procedure and 200+ role register
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: Chile's statutory rule addresses equal remuneration for the same work and should not be described as a general equal-value regime. Employers with 10 or more workers require the applicable internal complaint procedure with a written response within 30 days; employers with 200 or more workers must maintain the prescribed register of positions or functions. No universal public pay-gap report applies.
Recommended next step
Check the internal regulations and who receives a pay complaint; ensure the response explains the objective basis and is retained.
Suggested owner
HR lead with local employment counsel
Timing / condition
Reasoned written response within 30 days of the complaint.

Evidence: CL-DT-EQUAL-PAY-PROCEDURE

Open country brief →
ArgentinaRechecked
Previously
Equal-remuneration baseline; separate confidential social balance for more than 300 workers
Finding
No superseding official act was confirmed in the 21 September differential review. Current governed position remains: The equal-remuneration baseline is separate from Law 25,877 articles 25–27. The latter require an annual confidential social balance for employers with more than 300 workers (301+), not 300 or more. Delivery to the relevant union is within 30 days of preparation, with a confidential copy to the labour authority.
Recommended next step
Recheck entities with exactly 300 workers. For covered employers, assign preparation, union delivery and confidential authority-copy responsibilities.
Suggested owner
HR lead with local employment counsel
Timing / condition
Annual balance; union delivery within 30 days after preparation. Article 27 governs first application after reaching the statutory size.

Evidence: AR-LAW25877-CURRENT

Open country brief →
Earlier daily reviews

France’s government bill no. 944 is now verified in the Senate’s official legislative dossier: it was deposited on 10 September under the accelerated procedure and remains pending first reading. No other newly enacted pay-transparency change was confirmed in today’s differential review.

1 Changed1 Practical detail37 Rechecked6 Open verification
All country findings and open points · 45

All 44 countries and the EU baseline were carried through the governed 108-source register and compared with production commit 82d2a864. The automated access pass reached 85 sources and recorded 22 restricted, timed-out or certificate-limited sources plus one same-host redirect; those signals did not change legal claims. Content review confirmed the current French Senate dossier and retained the 19 September substantive findings elsewhere unless a stronger official source was available. Legal-review dates were not advanced after link-only checks.

European UnionRechecked
Previously
EU baseline in force; national law must be checked
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The EU timetable remains the baseline. National commencement, scope and remedies must be checked separately; a notification count is not a completeness certificate.
Recommended next step
Create an entity-by-country obligation register: headcount, payroll period, worker requests, reporting owner and local legal source.
Suggested owner
HR lead with local employment counsel
Timing / condition
EU first reporting: 7 June 2027 for 150+; 7 June 2031 for 100–149, subject to national law.

Evidence: EU-PTD

Open country brief →
SlovakiaRechecked
Previously
Act No. 76/2026 Coll. in force; transitional information rules apply
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: Section 18 separates the first 2027 category-average information from the current right to own-pay information. The first 150+ report covers only 1 August–31 December 2026.
Recommended next step
Check the 31 July pay-structure implementation evidence and preserve August–December payroll by equal-value category; start a two-month request-response log.
Suggested owner
HR and payroll lead
Timing / condition
31 July 2026 implementation date has passed; first 150+ report due 7 June 2027.

Evidence: SK-ACT76-MPSVR-TEXT

Open country brief →
ItalyRechecked
Previously
Legislative Decree 96/2026 in force; implementing arrangements require separate review
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: Decree 96/2026 is published and in force. Publication of the act does not establish that every article 9 implementing arrangement is operational.
Recommended next step
Prepare annual and hourly pay components, equal-value groupings and the worker-information response process; obtain the applicable reporting instructions before submission.
Suggested owner
HR lead with local employment counsel
Timing / condition
First article 9 data collection: 7 June 2027 for 150+, 7 June 2031 for 100–149.

Evidence: IT-GU-96 · IT-DLGS96

Open country brief →
LithuaniaRechecked
Previously
National amendments in force with staged operational dates
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The ministry distinguishes monthly Sodra data from the first annual gap reports in 2028. The 2028 annual report is not permission to defer payroll preparation until 2028.
Recommended next step
Assign payroll fields to occupational groups and test the January 2027 data extract; review the pay system and workers’ access process.
Suggested owner
HR and payroll lead
Timing / condition
Pay-system review by 31 December 2026; January 2027 monthly data submitted in February.

Evidence: LT-SADM · LT-SODRA

Open country brief →
FinlandPractical detail
Previously
Government bill pending — not enacted law
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The official project remains at the 'submitted to Parliament' stage for HE 129/2026. The page also displays a generic later milestone labelled 'legislation approved'; that milestone label is not evidence that the bill has been enacted.
Recommended next step
Keep the payroll-field mapping as enactment-dependent preparation and monitor Parliament and Finlex for the adopted act and commencement text.
Suggested owner
HR lead with Finnish employment counsel
Timing / condition
Review immediately when Parliament adopts or amends HE 129/2026; the project timetable runs to 1 January 2027.

Evidence: FI-HE129 · FI-GOVERNMENT-PROJECT · FI-INCOMES-REGISTER

Open country brief →
FranceChanged
Previously
Bill presented to Cabinet; enactment not verified
Finding
The official Senate dossier now verifies government bill no. 944, deposited on 10 September 2026 under the accelerated procedure. First reading is pending; this is a proposal, not enacted law.
Recommended next step
Keep the existing equality-index workflow active. Map payroll, equal-value categories and recruitment fields to the proposal, but activate new duties only after final enactment and decree review.
Suggested owner
HR lead with French employment counsel
Timing / condition
Monitor Senate first reading and amendments now; no bill-based employer deadline applies before enactment.

Evidence: FR-SENATE-PJL944

Open country brief →
GermanyRechecked
Previously
Preparatory government work and opposition motion documented
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The Bundestag’s 9 September item concerns opposition motion 21/7916 requesting legislation. It creates no employer duty.
Recommended next step
Keep the existing German information and equal-pay controls; prepare an implementation register that only activates new duties after an enacted text is confirmed.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: DE-BT-MOTION-21-7916

Open country brief →
PolandRechecked
Previously
Recruitment duties active; wider UC127 proposal remains a draft
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: UC127 still records planned Cabinet adoption in Q4 2026. Existing recruitment-pay information must continue independently of this wider draft.
Recommended next step
Audit job advertisements and information sent before interviews; keep the wider reporting design marked as draft.
Suggested owner
HR lead with local employment counsel
Timing / condition
Recruitment duties already apply; Q4 2026 is a government planning date.

Evidence: PL-KPRM-UC127 · PL-PIP-RECRUITMENT-CURRENT

Open country brief →
SpainRechecked
Previously
Existing register and audit rules confirmed; wider transposition not established
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: RD 902/2020 article 5 requires consultation with worker representatives at least ten days before creating or changing the pay register. Register, equality-plan audit and the EU 5% condition are distinct.
Recommended next step
Add a consultation checkpoint before payroll signs off a register change; retain the invitation, consultation record and final register.
Suggested owner
HR and payroll lead
Timing / condition
At least ten days before the register is created or modified.

Evidence: ES-RD902-CONSOLIDATED

Open country brief →
NetherlandsRechecked
Previously
Government bill awaits both chambers; start date conditional
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: Government guidance still makes the 1 January 2027 start conditional on parliamentary approval. This review does not establish a final act.
Recommended next step
Prepare job-value groups, applicant information and data owners, but label the implementation calendar as conditional.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: NL-GOV-PTD-BILL

Open country brief →
BelgiumRechecked
Previously
Existing biennial pay-structure report for covered 50+ employers; full transposition not confirmed
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: Existing Belgian guidance requires a pay-structure analysis every two financial years for covered employers averaging at least 50 workers: abbreviated model for 50–99, full model from 100. The mediator is optional.
Recommended next step
Confirm the statutory headcount calculation and use the correct model; schedule presentation to the works council or trade-union delegation.
Suggested owner
HR lead with local employment counsel
Timing / condition
Biennial reporting cycle; derive the next delivery from the employer’s financial years and consultation timetable.

Evidence: BE-FPS-PAY-GAP

Open country brief →
SwedenRechecked
Previously
Renegotiation and preparation documented; final legislation not verified
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The Equality Ombudsman still distinguishes preparatory work from finished legislation. Existing pay-survey duties are not suspended by the EU implementation debate.
Recommended next step
Maintain the annual pay-survey workflow and documented equal-value grouping; keep draft reporting fields separate.
Suggested owner
HR lead with local employment counsel
Timing / condition
Continue the existing annual cycle; no new enacted commencement date confirmed here.

Evidence: SE-DO-PTD-GUIDANCE

Open country brief →
DenmarkRechecked
Previously
Ministerial answer clarifies proposed reporting; not enacted law
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The parliamentary question and answer describe proposed reporting, including a conditional 50–99-worker category. They are not an enacted filing instruction.
Recommended next step
Keep a separate scenario for the proposed threshold; do not merge it into the current mandatory calendar.
Suggested owner
HR lead with local employment counsel
Timing / condition
The reviewed 2031 proposal is conditional; confirm final law before implementation.

Evidence: DK-FT-CONSULTATION · DK-FT-BEU85-ANSWER

Open country brief →
AustriaOpen verification
Previously
8 measures notified; economy-wide completeness not established
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: Section 11a confirms a biennial anonymised income report and first-quarter delivery. Official guidance and the statutory-search wording disagree at exactly 150 workers; the current section 63 could not be fully retrieved.
Recommended next step
Prepare the anonymised report, but obtain the current section 63 scope before deciding coverage for exactly 150 workers.
Suggested owner
HR lead with local employment counsel
Timing / condition
Covered reports go to worker representatives in Q1 following the reporting year; exact 150-worker boundary remains open.

Evidence: AT-GLBG-11A · AT-USP-INCOME-REPORT

Open country brief →
CzechiaRechecked
Previously
Government-approved transposition proposal; enactment not verified
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The 31 August ministry announcement records a government-approved proposal. Its 2028/2031 reporting timetable still needs the final parliamentary act.
Recommended next step
Build a gap between current payroll data and the proposed equal-value reporting fields; retain proposal labels in management papers.
Suggested owner
HR lead with local employment counsel
Timing / condition
2028 for 150+ and 2031 for 100–149 remain proposed first-report years.

Evidence: CZ-MPSV-PTD-BILL

Open country brief →
HungaryOpen verification
Previously
Current transposition position unverified
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The verified Labour Code baseline is retained. The autumn programme was blocked by CAPTCHA and the current full-transposition outcome remains unverified; the older zero-notification observation is not refreshed.
Recommended next step
Use current equal-treatment controls and ask local counsel for the enacted national text before activating a new reporting date.
Suggested owner
HR lead with local employment counsel
Timing / condition
No new employer filing deadline is asserted.

Evidence: HU-LABOUR-CODE-SECTION12

Open country brief →
PortugalRechecked
Previously
Existing equal-pay law applies; partial-transposition consultation draft
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: BTE Separata 26/2026 expressly labels the text a proposal for public consultation and partial transposition. Its proposed 50–249 reporting bracket is not a current legal instruction.
Recommended next step
Continue existing equal-pay duties and keep a draft-to-final comparison before changing employer thresholds or reporting schedules.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: PT-BTE-SEPARATA26-2026 · PT-LAW60

Open country brief →
IrelandOpen verification
Previously
Existing 50+ gender-pay-gap reporting active; current full-transposition status not verified
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The official administrative consolidation says the Employment Equality Act is current through 17 September 2026. The reviewed legislation programme and ministerial answer still do not identify an enacted Pay Transparency Directive transposition act.
Recommended next step
Continue the existing gender-pay-gap reporting workflow and keep Directive-specific recruitment, worker-request and equal-value changes in a controlled pending-law plan.
Suggested owner
HR lead with Irish employment counsel
Timing / condition
Monitor the Oireachtas and Irish Statute Book continuously; do not treat the updated consolidation date as transposition.

Evidence: IE-EMPLOYMENT-EQUALITY-CONSOLIDATION · IE-LEGISLATION-PROGRAMME-SUMMER-2026 · IE-PTD-MINISTER-20260616

Open country brief →
RomaniaRechecked
Previously
L445/2026 in Senate committees; procedural dates are not employer deadlines
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The Senate record still lists L445/2026 as in work before the permanent committees. It remains a legislative proposal, not enacted employer law.
Recommended next step
Keep the gap analysis and equal-value category design in preparation status and trigger legal implementation only against an adopted and published act.
Suggested owner
HR lead with Romanian employment counsel
Timing / condition
Recheck after the next committee or plenary status change.

Evidence: RO-SENATE-L445

Open country brief →
BulgariaRechecked
Previously
Consultation closed; final enactment not established by the record
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The official consultation export now provides an inspectable history: closed on 18 June and a response summary recorded on 11 August. No final Council act is listed in this export.
Recommended next step
Compare the final adopted text, when available, with the consultation; do not treat stakeholder comments as law.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: BG-CONSULTATION-12386-EXPORT

Open country brief →
CroatiaRechecked
Previously
Job-evaluation guidance available; legislative alignment in progress
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The ministry lists job-evaluation tools for small, medium and large employers and updated 9 September supporting files. Tools support preparation; they do not prove enacted transposition.
Recommended next step
Select the model matching employer size and test a small set of real job descriptions with documented factor evidence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Preparation can begin now; binding dates require the final law.

Evidence: HR-MROSP-JOB-EVALUATION · HR-MROSP-JOB-EVALUATION-FAQ-20260909

Open country brief →
SloveniaRechecked
Previously
Ministry plans transposition by end-2026; final enactment not verified
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: On 11 September the ministry announced planned pay-transparency transposition by the end of 2026. This adds a dated national plan to the previous notification-only brief; enactment is not established.
Recommended next step
Assign a Slovenian implementation owner and prepare job categories and payroll inputs while monitoring Uradni list for the final act.
Suggested owner
HR lead with local employment counsel
Timing / condition
End of 2026 is the ministry’s planning target, not an employer deadline.

Evidence: SI-GOV-PLAN-20260911

Open country brief →
EstoniaRechecked
Previously
Partial pay-transparency duties active; broader package not transposed in ministry guidance
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The ministry separates active recruitment changes from the wider paused package. Older implementation-plan paragraphs on the same page should not be read as current enacted reporting.
Recommended next step
Check pay information provided before interviews and salary-history questions; keep wider reporting fields in preparation.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current partial duties apply now; no new full-package commencement confirmed.

Evidence: EE-MKM-CURRENT-STATUS · EE-ACT-2026

Open country brief →
LatviaOpen verification
Previously
TAP 26-TA-700 remains a draft in the reviewed record
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The retained TAP draft and proposed dates remain labelled as proposals. Today’s full draft retrieval failed, so a later adoption or revision could not be ruled out.
Recommended next step
Obtain the current TAP history and final gazette publication before adopting the draft reporting schedule.
Suggested owner
HR lead with local employment counsel
Timing / condition
Draft 2027/2031 dates are not confirmed employer deadlines.

Evidence: LV-TAP-26-TA-700 · LV-TAP-26-TA-700-DRAFT

Open country brief →
GreeceRechecked
Previously
Law 5316/2026 published; confirm applicable commencement provisions
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The parliamentary record confirms Law 5316 and Gazette 105 A/6 July 2026. This review of the record does not close the outstanding article-by-article commencement and implementing-decision check.
Recommended next step
Have local counsel identify the applicable articles and filing instructions for each legal entity before setting its deadline.
Suggested owner
HR lead with local employment counsel
Timing / condition
Entity-specific commencement and filing date still require confirmation.

Evidence: GR-PARLIAMENT-5316

Open country brief →
CyprusRechecked
Previously
Consultation closed; revised bill available
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The official consultation is closed: published 5 November 2025, comments ended 4 December 2025. A bill titled “2026” is not by itself an enacted 2026 law.
Recommended next step
Use the proposal to prepare data; verify the House and Gazette record before changing contractual information or statutory dates.
Suggested owner
HR lead with local employment counsel
Timing / condition
Consultation is no longer open; no final commencement verified in this source.

Evidence: CY-PTD-CONSULTATION

Open country brief →
MaltaRechecked
Previously
LN 173/2026 published; reporting timing needs careful application
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: Regulation 9 specifies the first reference periods explicitly: 2026 for 150+ and 2030 for 100–149. The separate fourteen-working-day wording still needs local operational clarification.
Recommended next step
Preserve the full 2026 payroll period and obtain written filing instructions resolving regulation 9(5) before submission.
Suggested owner
HR lead with local employment counsel
Timing / condition
First reports by 7 June 2027 / 7 June 2031; resolve the additional timing clause locally.

Evidence: MT-LN173-PDF

Open country brief →
LuxembourgRechecked
Previously
Parliamentary discussion documented; enacted transposition not verified
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The Chamber record is a committee discussion requested by a political group. It cannot establish a transposition act or an employer commencement date.
Recommended next step
Prepare equal-value categories and a source-backed legal change register; await the final Legilux text for new obligations.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: LU-CHD-MEETING-1014627

Open country brief →
United KingdomRechecked
Previously
Great Britain 250+ gender-pay-gap reporting active
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The 250+ Great Britain reporting duty is mandatory. Gender-pay-gap action plans are currently voluntary; the stated spring-2027 mandatory start is subject to legislation.
Recommended next step
Keep the mandatory report calendar and prepare a separate action plan with owners, measurable actions and review dates. Label its present voluntary status.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current snapshot cycle: 30 March 2027 for covered public bodies; 4 April 2027 for private/voluntary employers.

Evidence: UK-GPG-GOV

Open country brief →
United StatesRechecked
Previously
Federal equal-pay baseline plus state and local transparency rules
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: California requires an in-post pay scale for covered 15+ employers, including roles potentially filled remotely in California. Its 100+ pay-data reports are separate from federal EEO-1. This is not a complete state-by-state survey.
Recommended next step
Check recruiter and agency adverts, California remote eligibility, and payroll/labour-contractor report scope; retain the certified submission receipt.
Suggested owner
HR lead with local employment counsel
Timing / condition
California 2025-data deadline was 13 May 2026: check any missing receipt now. Pay scale belongs in each covered posting.

Evidence: US-EEOC-PAY · US-CA-DIR-EQUAL-PAY · US-CA-CRD-REPORTING

Open country brief →
AustraliaRechecked
Previously
WGEA 100+ reporting active; 500+ target duties also apply
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: WGEA reporting requires CEO sign-off and sharing specified reports. Directly employing relevant employers with 500+ workers also choose three gender-equality targets and have three years to meet them or demonstrate improvement.
Recommended next step
Keep CEO approval, governing-body delivery evidence and a three-target register with baselines, owners and the entity’s selection date.
Suggested owner
CEO, HR reporting lead and governing body
Timing / condition
Standard reporting window 1 April–31 May; target period runs three years from selection. Confirm the entity’s portal cycle.

Evidence: AU-WGEA-REPORTING · AU-WGEA-COMPLIANCE · AU-WGEA-TARGETS

Open country brief →
CanadaRechecked
Previously
Federal 10+ proactive pay equity and separate 100+ LEEP reporting active
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The regulator’s page, modified 11 September, distinguishes federal 10+ proactive pay equity from other regimes. Plans are normally due within three years of becoming subject and updated at least every five years.
Recommended next step
Record why the entity is federally regulated, the date it became subject, the plan’s due date and the next five-year update; keep LEEP separate.
Suggested owner
HR lead with local employment counsel
Timing / condition
Entity-specific three- and five-year plan clocks; verify annual-statement and LEEP dates separately.

Evidence: CA-PAY-EQUITY · CA-LEEP

Open country brief →
BrazilOpen verification
Previously
100+ semi-annual reporting active; sixth-report availability not confirmed
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The official sixth-report notice confirms the 3–31 August information-update window for 100+ employers. Today’s review did not establish that the sixth report is already available for every employer.
Recommended next step
Check the employer’s official portal for its report, validate the figures and prepare the required publication; retain evidence of availability and the published report.
Suggested owner
HR lead with local employment counsel
Timing / condition
September publication cycle; a precise availability date remains unverified.

Evidence: BR-MTE-SIXTH-REPORT-2026 · BR-LAW14611

Open country brief →
JapanRechecked
Previously
Gender wage-gap disclosure applies to 101+ regular workers from 1 April 2026
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: From April 2026, 101+ regular-worker employers disclose both the gender wage gap and the women-manager ratio. Additional required indicators depend on size; timing follows the employer’s financial year.
Recommended next step
Prepare both indicators and the size-appropriate additional item(s). Record the first financial year ending on/after 1 April 2026 and the publication date.
Suggested owner
HR and payroll lead
Timing / condition
Generally about three months after the following financial year begins. A June 2026 year-end points to approximately September 2026, not a universal 30 September deadline.

Evidence: JP-MHLW-DISCLOSURE-2026

Open country brief →
South KoreaRechecked
Previously
Equal-value pay applies under the Act; the old under-five-worker exemption was deleted
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: Correction: the old under-five-worker exception was deleted in 2018. Article 8 equal-value pay cannot be presented as starting only at five regular workers; the decree’s specific exceptions still need scope checking.
Recommended next step
Review small establishments previously excluded by the tracker. Compare actual skill, effort, responsibility and working conditions within the business.
Suggested owner
HR lead with local employment counsel
Timing / condition
Correct scope now; no universal public-report filing date follows from article 8.

Evidence: KR-EQUAL-EMPLOYMENT-ACT-TEXT · KR-EQUAL-EMPLOYMENT-DECREE

Open country brief →
IsraelOpen verification
Previously
Annual reporting active for 519+ employers and specified entities
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The retained 519+ and specified-entity framework remains the baseline. Current regulator instructions and any 2026 deadline extension were not successfully verified; the old early-June wording must not be treated as a confirmed current deadline.
Recommended next step
Obtain the Commission’s current notice for the covered year before deciding whether the report is late; preserve internal and public reports with privacy controls.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current-cycle publication deadline and any extension: verification required.

Evidence: IL-KNESSET-EQUAL-PAY

Open country brief →
South AfricaRechecked
Previously
2026 EEA2/EEA4 reporting open for designated employers
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The live 2026 portal accepts EEA2 and EEA4 only, not EEA12/13. It requires CEO approval and an acknowledgement of receipt; no amendment is allowed after final submission.
Recommended next step
Use a pre-submission checklist for figures and CEO approval, then save the acknowledgement. Select online or manual delivery deliberately.
Suggested owner
CEO and Employment Equity reporting officer
Timing / condition
Manual/post: 1 October 2026. Online: 15 January 2027 at 23:59, as displayed by the regulator.

Evidence: ZA-DEL-EE-ONLINE-2026

Open country brief →
IndiaRechecked
Previously
Code on Wages section 3 in force; no universal public reporting
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The official explanation explicitly includes transgender identity in section 3 gender-discrimination controls for wages and recruitment. A generic male/female-only policy misses that scope.
Recommended next step
Review recruitment templates and wage-comparison controls for gender-inclusive application; confirm the appropriate central/state rules for the establishment.
Suggested owner
HR lead with local employment counsel
Timing / condition
Apply the existing section 3 controls now; no universal pay-gap filing date asserted.

Evidence: IN-PIB-WAGES-GENDER · IN-CODE-WAGES-S3

Open country brief →
SingaporeRechecked
Previously
Tripartite fair-employment guidance active; Workplace Fairness Act enacted but not yet in force
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The MOM parliamentary reply targets Workplace Fairness Act implementation at the end of 2027. Present fair-employment expectations and the future Act’s commencement are separate.
Recommended next step
Review recruitment criteria and grievance handling now; keep an owner for the final commencement notice and implementation rules.
Suggested owner
HR lead with local employment counsel
Timing / condition
End-2027 target remains subject to commencement arrangements; no universal report deadline.

Evidence: SG-MOM-WFA · SG-MOM-TGFEP

Open country brief →
SwitzerlandRechecked
Previously
100+ headcount equal-pay analysis framework active through 30 June 2032
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The regulator links repeat analysis to the prior result: repetition every four years where equality was not met; an employer newly reaching 100 workers at the start of a year has its own first-analysis clock.
Recommended next step
Record the last analysis result, workforce at the year start, independent-review evidence and next required date; do not copy another employer’s 2025–2027 sequence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Derive the date from first coverage or the last failed analysis; framework runs through 30 June 2032.

Evidence: CH-EBG-REPEAT

Open country brief →
IcelandRechecked
Previously
National 50+ reporting framework in force; transition depends on prior certification
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The national 50+ reporting transition depends on the latest certification/confirmation. Regulation 946/2026 also requires an approved equality plan before filing.
Recommended next step
Locate the latest certificate or confirmation and approval of the equality plan; calculate the entity’s deadline from that evidence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prior certificate/confirmation: three years after the latest one. Neither held: before 1 March 2027.

Evidence: IS-REGULATION-946-2026 · IS-ALTHINGI-LAW53

Open country brief →
New ZealandRechecked
Previously
Amended equal-pay and pay-equity claim process active; no universal public report
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: Current guidance uses a merit-and-requirements assessment, not the older arguability wording. Acknowledge within five working days; decide within 60 working days, with a reasoned limited extension where allowed.
Recommended next step
Create a receipt-date log, acknowledgement template, union-notification privacy check and decision calendar; obtain legal review before discontinuing a claim.
Suggested owner
HR lead with local employment counsel
Timing / condition
5 working days to acknowledge; 60 working days to decide. Extension: up to 20 working days for one employer, 80 for multiple employers, subject to the guidance conditions.

Evidence: NZ-EMPLOYMENT-CLAIM-RESPONSE

Open country brief →
PeruRechecked
Previously
Job-category and equal-value pay framework active without a general headcount threshold
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: Correction: the prior 4 August 2026 Supreme Court claim was not supported by the cited evidence and has been removed. Confirmed guidance requires job-category/function schedules and informing workers of salary policy.
Recommended next step
Keep approved category/function schedules and evidence that workers received the salary policy. Obtain the actual judgment before using any case-law claim in a pay decision.
Suggested owner
HR lead with local employment counsel
Timing / condition
Maintain the existing controls now; no new court-created deadline is asserted.

Evidence: PE-CONGRESS-LAW30709

Open country brief →
ChileRechecked
Previously
Same-work pay rule active; 10+ complaint procedure and 200+ role register
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: The official interpretation supports a reasoned written response within 30 days and the internal complaint/role-register controls. This is an existing same-work framework, not a newly verified universal public report.
Recommended next step
Check the internal regulations and who receives a pay complaint; ensure the response explains the objective basis and is retained.
Suggested owner
HR lead with local employment counsel
Timing / condition
Reasoned written response within 30 days of the complaint.

Evidence: CL-DT-EQUAL-PAY-PROCEDURE

Open country brief →
ArgentinaRechecked
Previously
Equal-remuneration baseline; separate confidential social balance for more than 300 workers
Finding
No superseding official act was confirmed in today’s differential review. Retained substantive finding from 19 September: Correction: Law 25,877 article 25 says more than 300 workers, not 300 or more. The annual social balance is confidential; union delivery is within 30 days after preparation, with a copy to the labour authority.
Recommended next step
Recheck entities with exactly 300 workers. For covered employers, assign preparation, union delivery and confidential authority-copy responsibilities.
Suggested owner
HR lead with local employment counsel
Timing / condition
Annual balance; union delivery within 30 days after preparation. Article 27 governs first application after reaching the statutory size.

Evidence: AR-LAW25877-CURRENT

Open country brief →

No new enacted pay-transparency change was confirmed today. The review clarifies Finland's still-pending parliamentary stage, confirms Romania's committee status and separates Ireland's newly updated consolidated baseline from the still-unverified Directive transposition.

0 Changed1 Practical detail38 Rechecked6 Open verification
All country findings and open points · 45

All 44 countries and the EU baseline were reviewed against the 107-source governed register. A bounded content capture directly yielded readable official material for 69 sources; restricted, scripted or PDF-only sources were supplemented with official indexed records where available and unresolved access limits remain explicit. No legal conclusion was inferred from HTTP status or a notification count.

European UnionRechecked
Previously
EU baseline in force; national law must be checked
Finding
The EU timetable remains the baseline. National commencement, scope and remedies must be checked separately; a notification count is not a completeness certificate.
Recommended next step
Create an entity-by-country obligation register: headcount, payroll period, worker requests, reporting owner and local legal source.
Suggested owner
HR lead with local employment counsel
Timing / condition
EU first reporting: 7 June 2027 for 150+; 7 June 2031 for 100–149, subject to national law.

Evidence: EU-PTD

Open country brief →
SlovakiaRechecked
Previously
Act No. 76/2026 Coll. in force; transitional information rules apply
Finding
Section 18 separates the first 2027 category-average information from the current right to own-pay information. The first 150+ report covers only 1 August–31 December 2026.
Recommended next step
Check the 31 July pay-structure implementation evidence and preserve August–December payroll by equal-value category; start a two-month request-response log.
Suggested owner
HR and payroll lead
Timing / condition
31 July 2026 implementation date has passed; first 150+ report due 7 June 2027.

Evidence: SK-ACT76-MPSVR-TEXT

Open country brief →
ItalyRechecked
Previously
Legislative Decree 96/2026 in force; implementing arrangements require separate review
Finding
Decree 96/2026 is published and in force. Publication of the act does not establish that every article 9 implementing arrangement is operational.
Recommended next step
Prepare annual and hourly pay components, equal-value groupings and the worker-information response process; obtain the applicable reporting instructions before submission.
Suggested owner
HR lead with local employment counsel
Timing / condition
First article 9 data collection: 7 June 2027 for 150+, 7 June 2031 for 100–149.

Evidence: IT-GU-96 · IT-DLGS96

Open country brief →
LithuaniaRechecked
Previously
National amendments in force with staged operational dates
Finding
The ministry distinguishes monthly Sodra data from the first annual gap reports in 2028. The 2028 annual report is not permission to defer payroll preparation until 2028.
Recommended next step
Assign payroll fields to occupational groups and test the January 2027 data extract; review the pay system and workers’ access process.
Suggested owner
HR and payroll lead
Timing / condition
Pay-system review by 31 December 2026; January 2027 monthly data submitted in February.

Evidence: LT-SADM · LT-SODRA

Open country brief →
FinlandPractical detail
Previously
Government bill pending — not enacted law
Finding
The official project remains at the 'submitted to Parliament' stage for HE 129/2026. The page also displays a generic later milestone labelled 'legislation approved'; that milestone label is not evidence that the bill has been enacted.
Recommended next step
Keep the payroll-field mapping as enactment-dependent preparation and monitor Parliament and Finlex for the adopted act and commencement text.
Suggested owner
HR lead with Finnish employment counsel
Timing / condition
Review immediately when Parliament adopts or amends HE 129/2026; the project timetable runs to 1 January 2027.

Evidence: FI-HE129 · FI-GOVERNMENT-PROJECT · FI-INCOMES-REGISTER

Open country brief →
FranceRechecked
Previously
Bill presented to Cabinet; enactment not verified
Finding
The 10 September Cabinet text proposes retaining the existing private-sector index in 2027 and moving to the new framework in 2028. It is a bill, not enacted transition law.
Recommended next step
Keep the current index workflow funded and prepare a separate change plan; do not cancel existing reporting because a replacement has been announced.
Suggested owner
HR lead with local employment counsel
Timing / condition
Continue current index dates; proposed 2028 transition remains conditional.

Evidence: FR-CABINET-PTD-BILL

Open country brief →
GermanyRechecked
Previously
Preparatory government work and opposition motion documented
Finding
The Bundestag’s 9 September item concerns opposition motion 21/7916 requesting legislation. It creates no employer duty.
Recommended next step
Keep the existing German information and equal-pay controls; prepare an implementation register that only activates new duties after an enacted text is confirmed.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: DE-BT-MOTION-21-7916

Open country brief →
PolandRechecked
Previously
Recruitment duties active; wider UC127 proposal remains a draft
Finding
UC127 still records planned Cabinet adoption in Q4 2026. Existing recruitment-pay information must continue independently of this wider draft.
Recommended next step
Audit job advertisements and information sent before interviews; keep the wider reporting design marked as draft.
Suggested owner
HR lead with local employment counsel
Timing / condition
Recruitment duties already apply; Q4 2026 is a government planning date.

Evidence: PL-KPRM-UC127 · PL-PIP-RECRUITMENT-CURRENT

Open country brief →
SpainRechecked
Previously
Existing register and audit rules confirmed; wider transposition not established
Finding
RD 902/2020 article 5 requires consultation with worker representatives at least ten days before creating or changing the pay register. Register, equality-plan audit and the EU 5% condition are distinct.
Recommended next step
Add a consultation checkpoint before payroll signs off a register change; retain the invitation, consultation record and final register.
Suggested owner
HR and payroll lead
Timing / condition
At least ten days before the register is created or modified.

Evidence: ES-RD902-CONSOLIDATED

Open country brief →
NetherlandsRechecked
Previously
Government bill awaits both chambers; start date conditional
Finding
Government guidance still makes the 1 January 2027 start conditional on parliamentary approval. This review does not establish a final act.
Recommended next step
Prepare job-value groups, applicant information and data owners, but label the implementation calendar as conditional.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: NL-GOV-PTD-BILL

Open country brief →
BelgiumRechecked
Previously
Existing biennial pay-structure report for covered 50+ employers; full transposition not confirmed
Finding
Existing Belgian guidance requires a pay-structure analysis every two financial years for covered employers averaging at least 50 workers: abbreviated model for 50–99, full model from 100. The mediator is optional.
Recommended next step
Confirm the statutory headcount calculation and use the correct model; schedule presentation to the works council or trade-union delegation.
Suggested owner
HR lead with local employment counsel
Timing / condition
Biennial reporting cycle; derive the next delivery from the employer’s financial years and consultation timetable.

Evidence: BE-FPS-PAY-GAP

Open country brief →
SwedenRechecked
Previously
Renegotiation and preparation documented; final legislation not verified
Finding
The Equality Ombudsman still distinguishes preparatory work from finished legislation. Existing pay-survey duties are not suspended by the EU implementation debate.
Recommended next step
Maintain the annual pay-survey workflow and documented equal-value grouping; keep draft reporting fields separate.
Suggested owner
HR lead with local employment counsel
Timing / condition
Continue the existing annual cycle; no new enacted commencement date confirmed here.

Evidence: SE-DO-PTD-GUIDANCE

Open country brief →
DenmarkRechecked
Previously
Ministerial answer clarifies proposed reporting; not enacted law
Finding
The parliamentary question and answer describe proposed reporting, including a conditional 50–99-worker category. They are not an enacted filing instruction.
Recommended next step
Keep a separate scenario for the proposed threshold; do not merge it into the current mandatory calendar.
Suggested owner
HR lead with local employment counsel
Timing / condition
The reviewed 2031 proposal is conditional; confirm final law before implementation.

Evidence: DK-FT-CONSULTATION · DK-FT-BEU85-ANSWER

Open country brief →
AustriaOpen verification
Previously
8 measures notified; economy-wide completeness not established
Finding
Section 11a confirms a biennial anonymised income report and first-quarter delivery. Official guidance and the statutory-search wording disagree at exactly 150 workers; the current section 63 could not be fully retrieved.
Recommended next step
Prepare the anonymised report, but obtain the current section 63 scope before deciding coverage for exactly 150 workers.
Suggested owner
HR lead with local employment counsel
Timing / condition
Covered reports go to worker representatives in Q1 following the reporting year; exact 150-worker boundary remains open.

Evidence: AT-GLBG-11A · AT-USP-INCOME-REPORT

Open country brief →
CzechiaRechecked
Previously
Government-approved transposition proposal; enactment not verified
Finding
The 31 August ministry announcement records a government-approved proposal. Its 2028/2031 reporting timetable still needs the final parliamentary act.
Recommended next step
Build a gap between current payroll data and the proposed equal-value reporting fields; retain proposal labels in management papers.
Suggested owner
HR lead with local employment counsel
Timing / condition
2028 for 150+ and 2031 for 100–149 remain proposed first-report years.

Evidence: CZ-MPSV-PTD-BILL

Open country brief →
HungaryOpen verification
Previously
Current transposition position unverified
Finding
The verified Labour Code baseline is retained. The autumn programme was blocked by CAPTCHA and the current full-transposition outcome remains unverified; the older zero-notification observation is not refreshed.
Recommended next step
Use current equal-treatment controls and ask local counsel for the enacted national text before activating a new reporting date.
Suggested owner
HR lead with local employment counsel
Timing / condition
No new employer filing deadline is asserted.

Evidence: HU-LABOUR-CODE-SECTION12

Open country brief →
PortugalRechecked
Previously
Existing equal-pay law applies; partial-transposition consultation draft
Finding
BTE Separata 26/2026 expressly labels the text a proposal for public consultation and partial transposition. Its proposed 50–249 reporting bracket is not a current legal instruction.
Recommended next step
Continue existing equal-pay duties and keep a draft-to-final comparison before changing employer thresholds or reporting schedules.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: PT-BTE-SEPARATA26-2026 · PT-LAW60

Open country brief →
IrelandOpen verification
Previously
Existing 50+ gender-pay-gap reporting active; current full-transposition status not verified
Finding
The official administrative consolidation says the Employment Equality Act is current through 17 September 2026. The reviewed legislation programme and ministerial answer still do not identify an enacted Pay Transparency Directive transposition act.
Recommended next step
Continue the existing gender-pay-gap reporting workflow and keep Directive-specific recruitment, worker-request and equal-value changes in a controlled pending-law plan.
Suggested owner
HR lead with Irish employment counsel
Timing / condition
Monitor the Oireachtas and Irish Statute Book continuously; do not treat the updated consolidation date as transposition.

Evidence: IE-EMPLOYMENT-EQUALITY-CONSOLIDATION · IE-LEGISLATION-PROGRAMME-SUMMER-2026 · IE-PTD-MINISTER-20260616

Open country brief →
RomaniaRechecked
Previously
L445/2026 in Senate committees; procedural dates are not employer deadlines
Finding
The Senate record still lists L445/2026 as in work before the permanent committees. It remains a legislative proposal, not enacted employer law.
Recommended next step
Keep the gap analysis and equal-value category design in preparation status and trigger legal implementation only against an adopted and published act.
Suggested owner
HR lead with Romanian employment counsel
Timing / condition
Recheck after the next committee or plenary status change.

Evidence: RO-SENATE-L445

Open country brief →
BulgariaRechecked
Previously
Consultation closed; final enactment not established by the record
Finding
The official consultation export now provides an inspectable history: closed on 18 June and a response summary recorded on 11 August. No final Council act is listed in this export.
Recommended next step
Compare the final adopted text, when available, with the consultation; do not treat stakeholder comments as law.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: BG-CONSULTATION-12386-EXPORT

Open country brief →
CroatiaRechecked
Previously
Job-evaluation guidance available; legislative alignment in progress
Finding
The ministry lists job-evaluation tools for small, medium and large employers and updated 9 September supporting files. Tools support preparation; they do not prove enacted transposition.
Recommended next step
Select the model matching employer size and test a small set of real job descriptions with documented factor evidence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Preparation can begin now; binding dates require the final law.

Evidence: HR-MROSP-JOB-EVALUATION · HR-MROSP-JOB-EVALUATION-FAQ-20260909

Open country brief →
SloveniaRechecked
Previously
Ministry plans transposition by end-2026; final enactment not verified
Finding
On 11 September the ministry announced planned pay-transparency transposition by the end of 2026. This adds a dated national plan to the previous notification-only brief; enactment is not established.
Recommended next step
Assign a Slovenian implementation owner and prepare job categories and payroll inputs while monitoring Uradni list for the final act.
Suggested owner
HR lead with local employment counsel
Timing / condition
End of 2026 is the ministry’s planning target, not an employer deadline.

Evidence: SI-GOV-PLAN-20260911

Open country brief →
EstoniaRechecked
Previously
Partial pay-transparency duties active; broader package not transposed in ministry guidance
Finding
The ministry separates active recruitment changes from the wider paused package. Older implementation-plan paragraphs on the same page should not be read as current enacted reporting.
Recommended next step
Check pay information provided before interviews and salary-history questions; keep wider reporting fields in preparation.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current partial duties apply now; no new full-package commencement confirmed.

Evidence: EE-MKM-CURRENT-STATUS · EE-ACT-2026

Open country brief →
LatviaOpen verification
Previously
TAP 26-TA-700 remains a draft in the reviewed record
Finding
The retained TAP draft and proposed dates remain labelled as proposals. Today’s full draft retrieval failed, so a later adoption or revision could not be ruled out.
Recommended next step
Obtain the current TAP history and final gazette publication before adopting the draft reporting schedule.
Suggested owner
HR lead with local employment counsel
Timing / condition
Draft 2027/2031 dates are not confirmed employer deadlines.

Evidence: LV-TAP-26-TA-700 · LV-TAP-26-TA-700-DRAFT

Open country brief →
GreeceRechecked
Previously
Law 5316/2026 published; confirm applicable commencement provisions
Finding
The parliamentary record confirms Law 5316 and Gazette 105 A/6 July 2026. This review of the record does not close the outstanding article-by-article commencement and implementing-decision check.
Recommended next step
Have local counsel identify the applicable articles and filing instructions for each legal entity before setting its deadline.
Suggested owner
HR lead with local employment counsel
Timing / condition
Entity-specific commencement and filing date still require confirmation.

Evidence: GR-PARLIAMENT-5316

Open country brief →
CyprusRechecked
Previously
Consultation closed; revised bill available
Finding
The official consultation is closed: published 5 November 2025, comments ended 4 December 2025. A bill titled “2026” is not by itself an enacted 2026 law.
Recommended next step
Use the proposal to prepare data; verify the House and Gazette record before changing contractual information or statutory dates.
Suggested owner
HR lead with local employment counsel
Timing / condition
Consultation is no longer open; no final commencement verified in this source.

Evidence: CY-PTD-CONSULTATION

Open country brief →
MaltaRechecked
Previously
LN 173/2026 published; reporting timing needs careful application
Finding
Regulation 9 specifies the first reference periods explicitly: 2026 for 150+ and 2030 for 100–149. The separate fourteen-working-day wording still needs local operational clarification.
Recommended next step
Preserve the full 2026 payroll period and obtain written filing instructions resolving regulation 9(5) before submission.
Suggested owner
HR lead with local employment counsel
Timing / condition
First reports by 7 June 2027 / 7 June 2031; resolve the additional timing clause locally.

Evidence: MT-LN173-PDF

Open country brief →
LuxembourgRechecked
Previously
Parliamentary discussion documented; enacted transposition not verified
Finding
The Chamber record is a committee discussion requested by a political group. It cannot establish a transposition act or an employer commencement date.
Recommended next step
Prepare equal-value categories and a source-backed legal change register; await the final Legilux text for new obligations.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: LU-CHD-MEETING-1014627

Open country brief →
United KingdomRechecked
Previously
Great Britain 250+ gender-pay-gap reporting active
Finding
The 250+ Great Britain reporting duty is mandatory. Gender-pay-gap action plans are currently voluntary; the stated spring-2027 mandatory start is subject to legislation.
Recommended next step
Keep the mandatory report calendar and prepare a separate action plan with owners, measurable actions and review dates. Label its present voluntary status.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current snapshot cycle: 30 March 2027 for covered public bodies; 4 April 2027 for private/voluntary employers.

Evidence: UK-GPG-GOV

Open country brief →
United StatesRechecked
Previously
Federal equal-pay baseline plus state and local transparency rules
Finding
California requires an in-post pay scale for covered 15+ employers, including roles potentially filled remotely in California. Its 100+ pay-data reports are separate from federal EEO-1. This is not a complete state-by-state survey.
Recommended next step
Check recruiter and agency adverts, California remote eligibility, and payroll/labour-contractor report scope; retain the certified submission receipt.
Suggested owner
HR lead with local employment counsel
Timing / condition
California 2025-data deadline was 13 May 2026: check any missing receipt now. Pay scale belongs in each covered posting.

Evidence: US-EEOC-PAY · US-CA-DIR-EQUAL-PAY · US-CA-CRD-REPORTING

Open country brief →
AustraliaRechecked
Previously
WGEA 100+ reporting active; 500+ target duties also apply
Finding
WGEA reporting requires CEO sign-off and sharing specified reports. Directly employing relevant employers with 500+ workers also choose three gender-equality targets and have three years to meet them or demonstrate improvement.
Recommended next step
Keep CEO approval, governing-body delivery evidence and a three-target register with baselines, owners and the entity’s selection date.
Suggested owner
CEO, HR reporting lead and governing body
Timing / condition
Standard reporting window 1 April–31 May; target period runs three years from selection. Confirm the entity’s portal cycle.

Evidence: AU-WGEA-REPORTING · AU-WGEA-COMPLIANCE · AU-WGEA-TARGETS

Open country brief →
CanadaRechecked
Previously
Federal 10+ proactive pay equity and separate 100+ LEEP reporting active
Finding
The regulator’s page, modified 11 September, distinguishes federal 10+ proactive pay equity from other regimes. Plans are normally due within three years of becoming subject and updated at least every five years.
Recommended next step
Record why the entity is federally regulated, the date it became subject, the plan’s due date and the next five-year update; keep LEEP separate.
Suggested owner
HR lead with local employment counsel
Timing / condition
Entity-specific three- and five-year plan clocks; verify annual-statement and LEEP dates separately.

Evidence: CA-PAY-EQUITY · CA-LEEP

Open country brief →
BrazilOpen verification
Previously
100+ semi-annual reporting active; sixth-report availability not confirmed
Finding
The official sixth-report notice confirms the 3–31 August information-update window for 100+ employers. Today’s review did not establish that the sixth report is already available for every employer.
Recommended next step
Check the employer’s official portal for its report, validate the figures and prepare the required publication; retain evidence of availability and the published report.
Suggested owner
HR lead with local employment counsel
Timing / condition
September publication cycle; a precise availability date remains unverified.

Evidence: BR-MTE-SIXTH-REPORT-2026 · BR-LAW14611

Open country brief →
JapanRechecked
Previously
Gender wage-gap disclosure applies to 101+ regular workers from 1 April 2026
Finding
From April 2026, 101+ regular-worker employers disclose both the gender wage gap and the women-manager ratio. Additional required indicators depend on size; timing follows the employer’s financial year.
Recommended next step
Prepare both indicators and the size-appropriate additional item(s). Record the first financial year ending on/after 1 April 2026 and the publication date.
Suggested owner
HR and payroll lead
Timing / condition
Generally about three months after the following financial year begins. A June 2026 year-end points to approximately September 2026, not a universal 30 September deadline.

Evidence: JP-MHLW-DISCLOSURE-2026

Open country brief →
South KoreaRechecked
Previously
Equal-value pay applies under the Act; the old under-five-worker exemption was deleted
Finding
Correction: the old under-five-worker exception was deleted in 2018. Article 8 equal-value pay cannot be presented as starting only at five regular workers; the decree’s specific exceptions still need scope checking.
Recommended next step
Review small establishments previously excluded by the tracker. Compare actual skill, effort, responsibility and working conditions within the business.
Suggested owner
HR lead with local employment counsel
Timing / condition
Correct scope now; no universal public-report filing date follows from article 8.

Evidence: KR-EQUAL-EMPLOYMENT-ACT-TEXT · KR-EQUAL-EMPLOYMENT-DECREE

Open country brief →
IsraelOpen verification
Previously
Annual reporting active for 519+ employers and specified entities
Finding
The retained 519+ and specified-entity framework remains the baseline. Current regulator instructions and any 2026 deadline extension were not successfully verified; the old early-June wording must not be treated as a confirmed current deadline.
Recommended next step
Obtain the Commission’s current notice for the covered year before deciding whether the report is late; preserve internal and public reports with privacy controls.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current-cycle publication deadline and any extension: verification required.

Evidence: IL-KNESSET-EQUAL-PAY

Open country brief →
South AfricaRechecked
Previously
2026 EEA2/EEA4 reporting open for designated employers
Finding
The live 2026 portal accepts EEA2 and EEA4 only, not EEA12/13. It requires CEO approval and an acknowledgement of receipt; no amendment is allowed after final submission.
Recommended next step
Use a pre-submission checklist for figures and CEO approval, then save the acknowledgement. Select online or manual delivery deliberately.
Suggested owner
CEO and Employment Equity reporting officer
Timing / condition
Manual/post: 1 October 2026. Online: 15 January 2027 at 23:59, as displayed by the regulator.

Evidence: ZA-DEL-EE-ONLINE-2026

Open country brief →
IndiaRechecked
Previously
Code on Wages section 3 in force; no universal public reporting
Finding
The official explanation explicitly includes transgender identity in section 3 gender-discrimination controls for wages and recruitment. A generic male/female-only policy misses that scope.
Recommended next step
Review recruitment templates and wage-comparison controls for gender-inclusive application; confirm the appropriate central/state rules for the establishment.
Suggested owner
HR lead with local employment counsel
Timing / condition
Apply the existing section 3 controls now; no universal pay-gap filing date asserted.

Evidence: IN-PIB-WAGES-GENDER · IN-CODE-WAGES-S3

Open country brief →
SingaporeRechecked
Previously
Tripartite fair-employment guidance active; Workplace Fairness Act enacted but not yet in force
Finding
The MOM parliamentary reply targets Workplace Fairness Act implementation at the end of 2027. Present fair-employment expectations and the future Act’s commencement are separate.
Recommended next step
Review recruitment criteria and grievance handling now; keep an owner for the final commencement notice and implementation rules.
Suggested owner
HR lead with local employment counsel
Timing / condition
End-2027 target remains subject to commencement arrangements; no universal report deadline.

Evidence: SG-MOM-WFA · SG-MOM-TGFEP

Open country brief →
SwitzerlandRechecked
Previously
100+ headcount equal-pay analysis framework active through 30 June 2032
Finding
The regulator links repeat analysis to the prior result: repetition every four years where equality was not met; an employer newly reaching 100 workers at the start of a year has its own first-analysis clock.
Recommended next step
Record the last analysis result, workforce at the year start, independent-review evidence and next required date; do not copy another employer’s 2025–2027 sequence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Derive the date from first coverage or the last failed analysis; framework runs through 30 June 2032.

Evidence: CH-EBG-REPEAT

Open country brief →
IcelandRechecked
Previously
National 50+ reporting framework in force; transition depends on prior certification
Finding
The national 50+ reporting transition depends on the latest certification/confirmation. Regulation 946/2026 also requires an approved equality plan before filing.
Recommended next step
Locate the latest certificate or confirmation and approval of the equality plan; calculate the entity’s deadline from that evidence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prior certificate/confirmation: three years after the latest one. Neither held: before 1 March 2027.

Evidence: IS-REGULATION-946-2026 · IS-ALTHINGI-LAW53

Open country brief →
New ZealandRechecked
Previously
Amended equal-pay and pay-equity claim process active; no universal public report
Finding
Current guidance uses a merit-and-requirements assessment, not the older arguability wording. Acknowledge within five working days; decide within 60 working days, with a reasoned limited extension where allowed.
Recommended next step
Create a receipt-date log, acknowledgement template, union-notification privacy check and decision calendar; obtain legal review before discontinuing a claim.
Suggested owner
HR lead with local employment counsel
Timing / condition
5 working days to acknowledge; 60 working days to decide. Extension: up to 20 working days for one employer, 80 for multiple employers, subject to the guidance conditions.

Evidence: NZ-EMPLOYMENT-CLAIM-RESPONSE

Open country brief →
PeruRechecked
Previously
Job-category and equal-value pay framework active without a general headcount threshold
Finding
Correction: the prior 4 August 2026 Supreme Court claim was not supported by the cited evidence and has been removed. Confirmed guidance requires job-category/function schedules and informing workers of salary policy.
Recommended next step
Keep approved category/function schedules and evidence that workers received the salary policy. Obtain the actual judgment before using any case-law claim in a pay decision.
Suggested owner
HR lead with local employment counsel
Timing / condition
Maintain the existing controls now; no new court-created deadline is asserted.

Evidence: PE-CONGRESS-LAW30709

Open country brief →
ChileRechecked
Previously
Same-work pay rule active; 10+ complaint procedure and 200+ role register
Finding
The official interpretation supports a reasoned written response within 30 days and the internal complaint/role-register controls. This is an existing same-work framework, not a newly verified universal public report.
Recommended next step
Check the internal regulations and who receives a pay complaint; ensure the response explains the objective basis and is retained.
Suggested owner
HR lead with local employment counsel
Timing / condition
Reasoned written response within 30 days of the complaint.

Evidence: CL-DT-EQUAL-PAY-PROCEDURE

Open country brief →
ArgentinaRechecked
Previously
Equal-remuneration baseline; separate confidential social balance for more than 300 workers
Finding
Correction: Law 25,877 article 25 says more than 300 workers, not 300 or more. The annual social balance is confidential; union delivery is within 30 days after preparation, with a copy to the labour authority.
Recommended next step
Recheck entities with exactly 300 workers. For covered employers, assign preparation, union delivery and confidential authority-copy responsibilities.
Suggested owner
HR lead with local employment counsel
Timing / condition
Annual balance; union delivery within 30 days after preparation. Article 27 governs first application after reaching the statutory size.

Evidence: AR-LAW25877-CURRENT

Open country brief →

Corrected employer coverage in Argentina and South Korea and withdrew an unsupported Peru court claim. Added Japan’s two-indicator disclosure, practical reporting controls and Slovenia’s dated government plan.

4 Changed11 Practical detail24 Rechecked6 Open verification
All country findings and open points · 45

All 44 countries and the EU baseline have a review record. “Rechecked” confirms only the cited finding, not an exhaustive national-law audit. Open points are explicit for Austria, Hungary, Ireland, Latvia, Israel and Brazil; Greek commencement and Malta’s timing clause also need local confirmation. Document dates and older notification observations remain visible.

European UnionRechecked
Previously
EU baseline in force; national law must be checked
Finding
The EU timetable remains the baseline. National commencement, scope and remedies must be checked separately; a notification count is not a completeness certificate.
Recommended next step
Create an entity-by-country obligation register: headcount, payroll period, worker requests, reporting owner and local legal source.
Suggested owner
HR lead with local employment counsel
Timing / condition
EU first reporting: 7 June 2027 for 150+; 7 June 2031 for 100–149, subject to national law.

Evidence: EU-PTD

Open country brief →
SlovakiaRechecked
Previously
Act No. 76/2026 Coll. in force; transitional information rules apply
Finding
Section 18 separates the first 2027 category-average information from the current right to own-pay information. The first 150+ report covers only 1 August–31 December 2026.
Recommended next step
Check the 31 July pay-structure implementation evidence and preserve August–December payroll by equal-value category; start a two-month request-response log.
Suggested owner
HR and payroll lead
Timing / condition
31 July 2026 implementation date has passed; first 150+ report due 7 June 2027.

Evidence: SK-ACT76-MPSVR-TEXT

Open country brief →
ItalyRechecked
Previously
Legislative Decree 96/2026 in force; implementing arrangements require separate review
Finding
Decree 96/2026 is published and in force. Publication of the act does not establish that every article 9 implementing arrangement is operational.
Recommended next step
Prepare annual and hourly pay components, equal-value groupings and the worker-information response process; obtain the applicable reporting instructions before submission.
Suggested owner
HR lead with local employment counsel
Timing / condition
First article 9 data collection: 7 June 2027 for 150+, 7 June 2031 for 100–149.

Evidence: IT-GU-96 · IT-DLGS96

Open country brief →
LithuaniaRechecked
Previously
National amendments in force with staged operational dates
Finding
The ministry distinguishes monthly Sodra data from the first annual gap reports in 2028. The 2028 annual report is not permission to defer payroll preparation until 2028.
Recommended next step
Assign payroll fields to occupational groups and test the January 2027 data extract; review the pay system and workers’ access process.
Suggested owner
HR and payroll lead
Timing / condition
Pay-system review by 31 December 2026; January 2027 monthly data submitted in February.

Evidence: LT-SADM · LT-SODRA

Open country brief →
FinlandRechecked
Previously
Government bill pending — not enacted law
Finding
HE 129/2026 remains a proposal in the reviewed project record. The proposed payroll-input start and separate gap-report dates must not be merged.
Recommended next step
Prepare a payroll-field mapping against the Incomes Register guidance, labelled as preparation pending enactment.
Suggested owner
HR lead with local employment counsel
Timing / condition
Proposed input start 1 January 2027 for 150+; proposed first separate filing 2 May 2028.

Evidence: FI-HE129 · FI-GOVERNMENT-PROJECT · FI-INCOMES-REGISTER

Open country brief →
FranceRechecked
Previously
Bill presented to Cabinet; enactment not verified
Finding
The 10 September Cabinet text proposes retaining the existing private-sector index in 2027 and moving to the new framework in 2028. It is a bill, not enacted transition law.
Recommended next step
Keep the current index workflow funded and prepare a separate change plan; do not cancel existing reporting because a replacement has been announced.
Suggested owner
HR lead with local employment counsel
Timing / condition
Continue current index dates; proposed 2028 transition remains conditional.

Evidence: FR-CABINET-PTD-BILL

Open country brief →
GermanyRechecked
Previously
Preparatory government work and opposition motion documented
Finding
The Bundestag’s 9 September item concerns opposition motion 21/7916 requesting legislation. It creates no employer duty.
Recommended next step
Keep the existing German information and equal-pay controls; prepare an implementation register that only activates new duties after an enacted text is confirmed.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: DE-BT-MOTION-21-7916

Open country brief →
PolandRechecked
Previously
Recruitment duties active; wider UC127 proposal remains a draft
Finding
UC127 still records planned Cabinet adoption in Q4 2026. Existing recruitment-pay information must continue independently of this wider draft.
Recommended next step
Audit job advertisements and information sent before interviews; keep the wider reporting design marked as draft.
Suggested owner
HR lead with local employment counsel
Timing / condition
Recruitment duties already apply; Q4 2026 is a government planning date.

Evidence: PL-KPRM-UC127 · PL-PIP-RECRUITMENT-CURRENT

Open country brief →
SpainPractical detail
Previously
Existing register and audit rules confirmed; wider transposition not established
Finding
RD 902/2020 article 5 requires consultation with worker representatives at least ten days before creating or changing the pay register. Register, equality-plan audit and the EU 5% condition are distinct.
Recommended next step
Add a consultation checkpoint before payroll signs off a register change; retain the invitation, consultation record and final register.
Suggested owner
HR and payroll lead
Timing / condition
At least ten days before the register is created or modified.

Evidence: ES-RD902-CONSOLIDATED

Open country brief →
NetherlandsRechecked
Previously
Government bill awaits both chambers; start date conditional
Finding
Government guidance still makes the 1 January 2027 start conditional on parliamentary approval. This review does not establish a final act.
Recommended next step
Prepare job-value groups, applicant information and data owners, but label the implementation calendar as conditional.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: NL-GOV-PTD-BILL

Open country brief →
BelgiumPractical detail
Previously
6 measures notified; federal completeness not established
Finding
Existing Belgian guidance requires a pay-structure analysis every two financial years for covered employers averaging at least 50 workers: abbreviated model for 50–99, full model from 100. The mediator is optional.
Recommended next step
Confirm the statutory headcount calculation and use the correct model; schedule presentation to the works council or trade-union delegation.
Suggested owner
HR lead with local employment counsel
Timing / condition
Biennial reporting cycle; derive the next delivery from the employer’s financial years and consultation timetable.

Evidence: BE-FPS-PAY-GAP

Open country brief →
SwedenRechecked
Previously
Renegotiation and preparation documented; final legislation not verified
Finding
The Equality Ombudsman still distinguishes preparatory work from finished legislation. Existing pay-survey duties are not suspended by the EU implementation debate.
Recommended next step
Maintain the annual pay-survey workflow and documented equal-value grouping; keep draft reporting fields separate.
Suggested owner
HR lead with local employment counsel
Timing / condition
Continue the existing annual cycle; no new enacted commencement date confirmed here.

Evidence: SE-DO-PTD-GUIDANCE

Open country brief →
DenmarkRechecked
Previously
Ministerial answer clarifies proposed reporting; not enacted law
Finding
The parliamentary question and answer describe proposed reporting, including a conditional 50–99-worker category. They are not an enacted filing instruction.
Recommended next step
Keep a separate scenario for the proposed threshold; do not merge it into the current mandatory calendar.
Suggested owner
HR lead with local employment counsel
Timing / condition
The reviewed 2031 proposal is conditional; confirm final law before implementation.

Evidence: DK-FT-CONSULTATION · DK-FT-BEU85-ANSWER

Open country brief →
AustriaOpen verification
Previously
8 measures notified; economy-wide completeness not established
Finding
Section 11a confirms a biennial anonymised income report and first-quarter delivery. Official guidance and the statutory-search wording disagree at exactly 150 workers; the current section 63 could not be fully retrieved.
Recommended next step
Prepare the anonymised report, but obtain the current section 63 scope before deciding coverage for exactly 150 workers.
Suggested owner
HR lead with local employment counsel
Timing / condition
Covered reports go to worker representatives in Q1 following the reporting year; exact 150-worker boundary remains open.

Evidence: AT-GLBG-11A · AT-USP-INCOME-REPORT

Open country brief →
CzechiaRechecked
Previously
Government-approved transposition proposal; enactment not verified
Finding
The 31 August ministry announcement records a government-approved proposal. Its 2028/2031 reporting timetable still needs the final parliamentary act.
Recommended next step
Build a gap between current payroll data and the proposed equal-value reporting fields; retain proposal labels in management papers.
Suggested owner
HR lead with local employment counsel
Timing / condition
2028 for 150+ and 2031 for 100–149 remain proposed first-report years.

Evidence: CZ-MPSV-PTD-BILL

Open country brief →
HungaryOpen verification
Previously
Current transposition position unverified
Finding
The verified Labour Code baseline is retained. The autumn programme was blocked by CAPTCHA and the current full-transposition outcome remains unverified; the older zero-notification observation is not refreshed.
Recommended next step
Use current equal-treatment controls and ask local counsel for the enacted national text before activating a new reporting date.
Suggested owner
HR lead with local employment counsel
Timing / condition
No new employer filing deadline is asserted.

Evidence: HU-LABOUR-CODE-SECTION12

Open country brief →
PortugalRechecked
Previously
Existing equal-pay law applies; partial-transposition consultation draft
Finding
BTE Separata 26/2026 expressly labels the text a proposal for public consultation and partial transposition. Its proposed 50–249 reporting bracket is not a current legal instruction.
Recommended next step
Continue existing equal-pay duties and keep a draft-to-final comparison before changing employer thresholds or reporting schedules.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: PT-BTE-SEPARATA26-2026 · PT-LAW60

Open country brief →
IrelandOpen verification
Previously
Existing 50+ gender-pay-gap reporting active; current full-transposition status not verified
Finding
The complete June ministerial answer supports continuing annual publication and describes mandatory central-portal filing as dependent on amendment. It cannot establish the September enactment position.
Recommended next step
Preserve the employer’s published report and proof of the applicable deadline; verify any enacted portal mandate separately before changing the submission workflow.
Suggested owner
HR lead with local employment counsel
Timing / condition
Use the entity’s statutory reporting cycle; current full transposition and central-portal mandate remain open.

Evidence: IE-PTD-MINISTER-20260616 · IE-EMPLOYMENT-EQUALITY-CONSOLIDATION

Open country brief →
RomaniaRechecked
Previously
L445/2026 in Senate committees; procedural dates are not employer deadlines
Finding
L445/2026 remains recorded in Senate committees. The 2 October tacit-adoption milestone belongs to parliamentary procedure, not to employers.
Recommended next step
Track the final text and commencement article; prepare data without treating the parliamentary milestone as a filing deadline.
Suggested owner
HR lead with local employment counsel
Timing / condition
2 October 2026: procedural monitoring point only.

Evidence: RO-SENATE-L445

Open country brief →
BulgariaPractical detail
Previously
Consultation closed; final enactment not established by the record
Finding
The official consultation export now provides an inspectable history: closed on 18 June and a response summary recorded on 11 August. No final Council act is listed in this export.
Recommended next step
Compare the final adopted text, when available, with the consultation; do not treat stakeholder comments as law.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: BG-CONSULTATION-12386-EXPORT

Open country brief →
CroatiaRechecked
Previously
Job-evaluation guidance available; legislative alignment in progress
Finding
The ministry lists job-evaluation tools for small, medium and large employers and updated 9 September supporting files. Tools support preparation; they do not prove enacted transposition.
Recommended next step
Select the model matching employer size and test a small set of real job descriptions with documented factor evidence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Preparation can begin now; binding dates require the final law.

Evidence: HR-MROSP-JOB-EVALUATION · HR-MROSP-JOB-EVALUATION-FAQ-20260909

Open country brief →
SloveniaChanged
Previously
16 measures notified; completeness not verified
Finding
On 11 September the ministry announced planned pay-transparency transposition by the end of 2026. This adds a dated national plan to the previous notification-only brief; enactment is not established.
Recommended next step
Assign a Slovenian implementation owner and prepare job categories and payroll inputs while monitoring Uradni list for the final act.
Suggested owner
HR lead with local employment counsel
Timing / condition
End of 2026 is the ministry’s planning target, not an employer deadline.

Evidence: SI-GOV-PLAN-20260911

Open country brief →
EstoniaRechecked
Previously
Partial pay-transparency duties active; broader package not transposed in ministry guidance
Finding
The ministry separates active recruitment changes from the wider paused package. Older implementation-plan paragraphs on the same page should not be read as current enacted reporting.
Recommended next step
Check pay information provided before interviews and salary-history questions; keep wider reporting fields in preparation.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current partial duties apply now; no new full-package commencement confirmed.

Evidence: EE-MKM-CURRENT-STATUS · EE-ACT-2026

Open country brief →
LatviaOpen verification
Previously
TAP 26-TA-700 remains a draft in the reviewed record
Finding
The retained TAP draft and proposed dates remain labelled as proposals. Today’s full draft retrieval failed, so a later adoption or revision could not be ruled out.
Recommended next step
Obtain the current TAP history and final gazette publication before adopting the draft reporting schedule.
Suggested owner
HR lead with local employment counsel
Timing / condition
Draft 2027/2031 dates are not confirmed employer deadlines.

Evidence: LV-TAP-26-TA-700 · LV-TAP-26-TA-700-DRAFT

Open country brief →
GreeceRechecked
Previously
Law 5316/2026 published; confirm applicable commencement provisions
Finding
The parliamentary record confirms Law 5316 and Gazette 105 A/6 July 2026. This review of the record does not close the outstanding article-by-article commencement and implementing-decision check.
Recommended next step
Have local counsel identify the applicable articles and filing instructions for each legal entity before setting its deadline.
Suggested owner
HR lead with local employment counsel
Timing / condition
Entity-specific commencement and filing date still require confirmation.

Evidence: GR-PARLIAMENT-5316

Open country brief →
CyprusRechecked
Previously
Consultation closed; revised bill available
Finding
The official consultation is closed: published 5 November 2025, comments ended 4 December 2025. A bill titled “2026” is not by itself an enacted 2026 law.
Recommended next step
Use the proposal to prepare data; verify the House and Gazette record before changing contractual information or statutory dates.
Suggested owner
HR lead with local employment counsel
Timing / condition
Consultation is no longer open; no final commencement verified in this source.

Evidence: CY-PTD-CONSULTATION

Open country brief →
MaltaRechecked
Previously
LN 173/2026 published; reporting timing needs careful application
Finding
Regulation 9 specifies the first reference periods explicitly: 2026 for 150+ and 2030 for 100–149. The separate fourteen-working-day wording still needs local operational clarification.
Recommended next step
Preserve the full 2026 payroll period and obtain written filing instructions resolving regulation 9(5) before submission.
Suggested owner
HR lead with local employment counsel
Timing / condition
First reports by 7 June 2027 / 7 June 2031; resolve the additional timing clause locally.

Evidence: MT-LN173-PDF

Open country brief →
LuxembourgRechecked
Previously
Parliamentary discussion documented; enacted transposition not verified
Finding
The Chamber record is a committee discussion requested by a political group. It cannot establish a transposition act or an employer commencement date.
Recommended next step
Prepare equal-value categories and a source-backed legal change register; await the final Legilux text for new obligations.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prepare now; confirm national commencement before applying a new deadline.

Evidence: LU-CHD-MEETING-1014627

Open country brief →
United KingdomPractical detail
Previously
Great Britain 250+ gender-pay-gap reporting active
Finding
The 250+ Great Britain reporting duty is mandatory. Gender-pay-gap action plans are currently voluntary; the stated spring-2027 mandatory start is subject to legislation.
Recommended next step
Keep the mandatory report calendar and prepare a separate action plan with owners, measurable actions and review dates. Label its present voluntary status.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current snapshot cycle: 30 March 2027 for covered public bodies; 4 April 2027 for private/voluntary employers.

Evidence: UK-GPG-GOV

Open country brief →
United StatesPractical detail
Previously
Federal equal-pay baseline plus state and local transparency rules
Finding
California requires an in-post pay scale for covered 15+ employers, including roles potentially filled remotely in California. Its 100+ pay-data reports are separate from federal EEO-1. This is not a complete state-by-state survey.
Recommended next step
Check recruiter and agency adverts, California remote eligibility, and payroll/labour-contractor report scope; retain the certified submission receipt.
Suggested owner
HR lead with local employment counsel
Timing / condition
California 2025-data deadline was 13 May 2026: check any missing receipt now. Pay scale belongs in each covered posting.

Evidence: US-EEOC-PAY · US-CA-DIR-EQUAL-PAY · US-CA-CRD-REPORTING

Open country brief →
AustraliaPractical detail
Previously
WGEA 100+ reporting active; 500+ target duties also apply
Finding
WGEA reporting requires CEO sign-off and sharing specified reports. Directly employing relevant employers with 500+ workers also choose three gender-equality targets and have three years to meet them or demonstrate improvement.
Recommended next step
Keep CEO approval, governing-body delivery evidence and a three-target register with baselines, owners and the entity’s selection date.
Suggested owner
CEO, HR reporting lead and governing body
Timing / condition
Standard reporting window 1 April–31 May; target period runs three years from selection. Confirm the entity’s portal cycle.

Evidence: AU-WGEA-REPORTING · AU-WGEA-COMPLIANCE · AU-WGEA-TARGETS

Open country brief →
CanadaPractical detail
Previously
Federal 10+ proactive pay equity and separate 100+ LEEP reporting active
Finding
The regulator’s page, modified 11 September, distinguishes federal 10+ proactive pay equity from other regimes. Plans are normally due within three years of becoming subject and updated at least every five years.
Recommended next step
Record why the entity is federally regulated, the date it became subject, the plan’s due date and the next five-year update; keep LEEP separate.
Suggested owner
HR lead with local employment counsel
Timing / condition
Entity-specific three- and five-year plan clocks; verify annual-statement and LEEP dates separately.

Evidence: CA-PAY-EQUITY · CA-LEEP

Open country brief →
BrazilOpen verification
Previously
100+ semi-annual reporting active; sixth-report availability not confirmed
Finding
The official sixth-report notice confirms the 3–31 August information-update window for 100+ employers. Today’s review did not establish that the sixth report is already available for every employer.
Recommended next step
Check the employer’s official portal for its report, validate the figures and prepare the required publication; retain evidence of availability and the published report.
Suggested owner
HR lead with local employment counsel
Timing / condition
September publication cycle; a precise availability date remains unverified.

Evidence: BR-MTE-SIXTH-REPORT-2026 · BR-LAW14611

Open country brief →
JapanPractical detail
Previously
Gender wage-gap disclosure applies to 101+ regular workers from 1 April 2026
Finding
From April 2026, 101+ regular-worker employers disclose both the gender wage gap and the women-manager ratio. Additional required indicators depend on size; timing follows the employer’s financial year.
Recommended next step
Prepare both indicators and the size-appropriate additional item(s). Record the first financial year ending on/after 1 April 2026 and the publication date.
Suggested owner
HR and payroll lead
Timing / condition
Generally about three months after the following financial year begins. A June 2026 year-end points to approximately September 2026, not a universal 30 September deadline.

Evidence: JP-MHLW-DISCLOSURE-2026

Open country brief →
South KoreaCorrection
Previously
Equal-value pay rule generally applies from 5 regular workers; no universal public report
Finding
Correction: the old under-five-worker exception was deleted in 2018. Article 8 equal-value pay cannot be presented as starting only at five regular workers; the decree’s specific exceptions still need scope checking.
Recommended next step
Review small establishments previously excluded by the tracker. Compare actual skill, effort, responsibility and working conditions within the business.
Suggested owner
HR lead with local employment counsel
Timing / condition
Correct scope now; no universal public-report filing date follows from article 8.

Evidence: KR-EQUAL-EMPLOYMENT-ACT-TEXT · KR-EQUAL-EMPLOYMENT-DECREE

Open country brief →
IsraelOpen verification
Previously
Annual reporting active for 519+ employers and specified entities
Finding
The retained 519+ and specified-entity framework remains the baseline. Current regulator instructions and any 2026 deadline extension were not successfully verified; the old early-June wording must not be treated as a confirmed current deadline.
Recommended next step
Obtain the Commission’s current notice for the covered year before deciding whether the report is late; preserve internal and public reports with privacy controls.
Suggested owner
HR lead with local employment counsel
Timing / condition
Current-cycle publication deadline and any extension: verification required.

Evidence: IL-KNESSET-EQUAL-PAY

Open country brief →
South AfricaPractical detail
Previously
2026 EEA2/EEA4 reporting open for designated employers
Finding
The live 2026 portal accepts EEA2 and EEA4 only, not EEA12/13. It requires CEO approval and an acknowledgement of receipt; no amendment is allowed after final submission.
Recommended next step
Use a pre-submission checklist for figures and CEO approval, then save the acknowledgement. Select online or manual delivery deliberately.
Suggested owner
CEO and Employment Equity reporting officer
Timing / condition
Manual/post: 1 October 2026. Online: 15 January 2027 at 23:59, as displayed by the regulator.

Evidence: ZA-DEL-EE-ONLINE-2026

Open country brief →
IndiaPractical detail
Previously
Code on Wages section 3 in force; no universal public reporting
Finding
The official explanation explicitly includes transgender identity in section 3 gender-discrimination controls for wages and recruitment. A generic male/female-only policy misses that scope.
Recommended next step
Review recruitment templates and wage-comparison controls for gender-inclusive application; confirm the appropriate central/state rules for the establishment.
Suggested owner
HR lead with local employment counsel
Timing / condition
Apply the existing section 3 controls now; no universal pay-gap filing date asserted.

Evidence: IN-PIB-WAGES-GENDER · IN-CODE-WAGES-S3

Open country brief →
SingaporeRechecked
Previously
Tripartite fair-employment guidance active; Workplace Fairness Act enacted but not yet in force
Finding
The MOM parliamentary reply targets Workplace Fairness Act implementation at the end of 2027. Present fair-employment expectations and the future Act’s commencement are separate.
Recommended next step
Review recruitment criteria and grievance handling now; keep an owner for the final commencement notice and implementation rules.
Suggested owner
HR lead with local employment counsel
Timing / condition
End-2027 target remains subject to commencement arrangements; no universal report deadline.

Evidence: SG-MOM-WFA · SG-MOM-TGFEP

Open country brief →
SwitzerlandRechecked
Previously
100+ headcount equal-pay analysis framework active through 30 June 2032
Finding
The regulator links repeat analysis to the prior result: repetition every four years where equality was not met; an employer newly reaching 100 workers at the start of a year has its own first-analysis clock.
Recommended next step
Record the last analysis result, workforce at the year start, independent-review evidence and next required date; do not copy another employer’s 2025–2027 sequence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Derive the date from first coverage or the last failed analysis; framework runs through 30 June 2032.

Evidence: CH-EBG-REPEAT

Open country brief →
IcelandRechecked
Previously
National 50+ reporting framework in force; transition depends on prior certification
Finding
The national 50+ reporting transition depends on the latest certification/confirmation. Regulation 946/2026 also requires an approved equality plan before filing.
Recommended next step
Locate the latest certificate or confirmation and approval of the equality plan; calculate the entity’s deadline from that evidence.
Suggested owner
HR lead with local employment counsel
Timing / condition
Prior certificate/confirmation: three years after the latest one. Neither held: before 1 March 2027.

Evidence: IS-REGULATION-946-2026 · IS-ALTHINGI-LAW53

Open country brief →
New ZealandPractical detail
Previously
Amended equal-pay and pay-equity claim process active; no universal public report
Finding
Current guidance uses a merit-and-requirements assessment, not the older arguability wording. Acknowledge within five working days; decide within 60 working days, with a reasoned limited extension where allowed.
Recommended next step
Create a receipt-date log, acknowledgement template, union-notification privacy check and decision calendar; obtain legal review before discontinuing a claim.
Suggested owner
HR lead with local employment counsel
Timing / condition
5 working days to acknowledge; 60 working days to decide. Extension: up to 20 working days for one employer, 80 for multiple employers, subject to the guidance conditions.

Evidence: NZ-EMPLOYMENT-CLAIM-RESPONSE

Open country brief →
PeruCorrection
Previously
Job-category and equal-value pay framework active without a general headcount threshold
Finding
Correction: the prior 4 August 2026 Supreme Court claim was not supported by the cited evidence and has been removed. Confirmed guidance requires job-category/function schedules and informing workers of salary policy.
Recommended next step
Keep approved category/function schedules and evidence that workers received the salary policy. Obtain the actual judgment before using any case-law claim in a pay decision.
Suggested owner
HR lead with local employment counsel
Timing / condition
Maintain the existing controls now; no new court-created deadline is asserted.

Evidence: PE-CONGRESS-LAW30709

Open country brief →
ChileRechecked
Previously
Same-work pay rule active; 10+ complaint procedure and 200+ role register
Finding
The official interpretation supports a reasoned written response within 30 days and the internal complaint/role-register controls. This is an existing same-work framework, not a newly verified universal public report.
Recommended next step
Check the internal regulations and who receives a pay complaint; ensure the response explains the objective basis and is retained.
Suggested owner
HR lead with local employment counsel
Timing / condition
Reasoned written response within 30 days of the complaint.

Evidence: CL-DT-EQUAL-PAY-PROCEDURE

Open country brief →
ArgentinaCorrection
Previously
Equal-remuneration baseline without a headcount threshold; separate 300+ confidential balance social
Finding
Correction: Law 25,877 article 25 says more than 300 workers, not 300 or more. The annual social balance is confidential; union delivery is within 30 days after preparation, with a copy to the labour authority.
Recommended next step
Recheck entities with exactly 300 workers. For covered employers, assign preparation, union delivery and confidential authority-copy responsibilities.
Suggested owner
HR lead with local employment counsel
Timing / condition
Annual balance; union delivery within 30 days after preparation. Article 27 governs first application after reaching the statutory size.

Evidence: AR-LAW25877-CURRENT

Open country brief →

Detailed findings are available in English and Slovak.

Tracker flow

Start with country, then act

The map is the entry point. The process below shows what happens after a country is selected.

01

Start

Select a country

Click the map or use the country picker when the employer has people there.

View map
02

Then

Read employer impact

Check status, deadlines, employee rights, reporting duties and source confidence.

03

Next

Open local material

Use local-language country pages when the employer needs country-specific action.

Country library
04

Finish

Export planning data

Download the tracker when HR, legal, reward or payroll need a shared worklist.

Export XLSX

Global country map

A real world map first, country details second

Use the map the way people naturally think about global work: click a country, see what is in force, what is coming and what the employer needs to prepare.

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CSRD and pay-gap reporting

One reporting spine for CSRD, employee requests and country duties

ACLASA connects pay transparency, ESRS S1 remuneration metrics, hourly remuneration, employee information requests and global country reporting in one operating model.

CSRD / ESRS S1

Sustainability reporting needs payroll-grade evidence

Pay gap and remuneration-ratio outputs use controlled populations, components, periods and approvals.

Employee right

EU requests need a clear answer process

Workers need written, accessible information without exposing another person’s pay.

Safe factors

Explanations must be objective and documented

ACLASA separates defensible factors from salary history, negotiation power and historical titles.

Payroll spine

Correct pay and hours data decides credibility

Payroll reconciles pay codes, hours, FTE, retro corrections and exclusions before reports or responses go out.

Global use

Clear enough for a small firm, deep enough for a global employer

The public tracker gives everyone a starting point. Larger employers can add local country files, source refreshes, language views and reporting packs from the same dataset.

Public

Know where to look first

Country status, plain obligations, start-stop-more actions and XLSX export for planning.

Company

Run many countries calmly

Local country files, English group views, source refreshes and clear ownership of next actions.

Codes

Use the right work language

EU starts with ISCO/EIGE/ACLASA. The US, Brazil, Australia, Canada and the UK need their own reporting and occupation logic.

Watch

Every country has a place

Countries without a strong public duty stay visible as monitored, so global teams can keep one inventory.

Employer story

What clients see in the first minute

Board

Where are we exposed?

See which countries are already in force, which are moving through legislation and which need immediate data preparation.

HR

What must change in hiring?

Salary-range communication, salary-history bans and neutral job ads are shown as concrete actions, not legal jargon.

Reward

How do we classify work?

ACLASA keeps the sequence stable: work evidence, objective evaluation, equal-value category, ACLASA band, ISCO/ESCO context and country rules.

Legal

Can we evidence it?

Every country card carries official sources, status, deadlines, local language text and an English export layer.

Filter the tracker

Find the country, risk or readiness state

The list uses the same data as the map and export. Use it when you need sources, deadlines and the detailed employer checklist.

Country
Updated 2026-09-03
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ACLASA core method

3,173 role profiles. One method across TalentAccess and ACLASA.

The country tracker uses the same logic as the ACLASA and TalentAccess methodology catalog: describe the work, compare it through factors, assign the band, then connect the right country rule.

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