Pay Transparency TrackerEU Directive 2023/970 · 27 member statesAustria
No MovementAustria
Comparator, tracker consensus. no recorded transposition activity.
Cross, country comparator trackers (beqom, figures, mirro) report no recorded transposition activity for Austria, and no official primary source on the transposition of Directive (EU) 2023/970 has been published. Seven of eight tracked comparator sources align on this reading. Wolf Theiss reports a different status (see the discussion below). Press reports from 2026, 06, 07 suggest bill. Austrian Labour Minister Schumann presents draft bill on EU Pay Transparency Directive.
Current reports indicate that Austria is in the early stages of implementing the Pay Transparency Directive, with no formal legislative action taken as of yet. Various sources reflect a lack of clarity, with one noting that penalties for non, compliance are planned, while others highlight the absence of official announcements regarding the directive's enactment. Several accounts converge on the notion that Austria has not yet put forth a draft legislation for the implementation of the directive, although existing equal pay frameworks may necessitate only minor adjustments. Many sources suggest that while preparations may be underway, clear milestones remain unmet, and no public legislative activities have been reported thus far. There is a divergence in reporting on the status of Austria's implementation of the directive. While some accounts indicate that a draft is being prepared, others assert no known progress or updates on legislative activities, leading to varying interpretations of the current situation.
Sources- click to expand
- European Parliament , Legislative Train (binding pay transparency measures)· europarl.europa.eu· viewed 2026, 06,
- Syndio , EU Pay Transparency Directive Transposition Tracker· synd.io· viewed 2026, 06,
- Taylor Wessing , Equal Pay Tracker· taylorwessing.com· viewed 2026, 06,
- Wolf Theiss , Pay Transparency Tracker (CEE/SEE)· wolftheiss.com· viewed 2026, 06,
- Pinsent Masons , EU Pay Transparency Directive in EU Member States· pinsentmasons.com· viewed 2026, 06,
- Figures , European Pay Transparency Directive Tracker· figures.hr· viewed 2026, 06,
- PayGap , Pay Transparency Legislation Tracker· paygap.com· viewed 2026, 06,
- Mirro , Timeline and Compliance Checklist for EU Pay Transparency Directive· mirro.io· viewed 2026, 06,
Recent external coverage of pay transparency transposition. Not confirmed legal status.
- Pay Transparency: Minister Schumann Unveils Draft ProposalORF · 7 Jun 2026
This article details a new draft proposal in alignment with the EU Pay Transparency Directive.
- Pay Transparency: Why Minister Schumann is Taking the Lead , and Causing OutrageKurier · 7 Jun 2026
This article discusses the response to initiatives under the EU Pay Transparency Directive.
- Pay Transparency: Minister Schumann Unveils Draft ProposalDer Standard · 7 Jun 2026
This article highlights the draft proposal reflecting compliance with the EU Pay Transparency Directive.
- EU Pay Transparency Directive: Implications for Employers in AustriaKurier · 6 Jun 2026
This article explores the ongoing discussions about pay transparency in the context of the EU Pay Transparency Directive.
Pay Transparency: Minister Schumann Unveils Draft Proposal . Reported in press coverage. This is not confirmed on an official government or parliamentary source.
Legislative Aspects & Gap Analysis
Research in progressNational implementing measures for Directive (EU) 2023/970 are published on EUR-Lex once a country adopts transposing legislation.
Comparison showing prior national law, EU directive requirements, and national transposition status.
This summary is generated by AI from public sources and has not been reviewed by legal experts. Use it as a starting point for further verification, not as legal advice.
| Aspect | Prior National Law | EU Directive | National Transposition |
|---|---|---|---|
Whom This Concerns | Under § 11a of the Federal Act on Equal Treatment (Gleichbehandlungsgesetz , GlBG), every employer permanently employing the number of employees specified in § 63 para 6 must prepare an income analysis report every two years. § 63 para 6 phased in the obligation by thresholds. employers with more than 1000 employees from 1 March 2011. more than 500 from 1 January 2012. more than 250 from 1 January 2013. and more than 150 from 1 January 2014. [source. https://www.ris.bka.gv.at/Dokumente/BgblAuth/BGBLA_2011_I_7/BGBLA_2011_I_7.pdf] | Employers with 100+ employees (phased: 250+ from 7 June 2027, 150, 249 triennially from 2027, 100, 149 triennially from 2031). Member States may extend obligations to smaller employers. (Art. 9) | TBD |
Recruiting | Under § 49 para 4 of the Federal Act on Equal Treatment (GlBG), every employer or private employment agency is obliged in job advertisements to state the applicable collective, agreement or statutory minimum remuneration for the advertised position and to indicate any willingness to pay above this minimum. [source. https://www.ris.bka.gv.at/Dokumente/BgblAuth/BGBLA_2011_I_7/BGBLA_2011_I_7.pdf] | Initial pay or pay range disclosed in the job ad or before the interview. Prohibition on asking candidates about pay history. Gender, neutral job titles and recruitment processes. Right to information about criteria used for pay setting and pay progression. (Arts. 5, 6, 7) | TBD |
Job Classification | No primary source identified. | Pay structures must be based on objective, gender, neutral criteria , including, but not limited to, skills, effort, responsibility and working conditions , so that work of equal value can be identified and compared. (Art. 4) | TBD |
Compensation Structure | No primary source identified. | 'Pay' means the ordinary basic or minimum wage or salary and any other consideration, whether in cash or in kind, which the worker receives directly or indirectly ('complementary or variable components') from their employer in respect of their employment. (Art. 3(1)(a)) | TBD |
System Design | No primary source identified. | Pay structures must allow workers and their representatives to assess whether two workers or two groups of workers are in a comparable situation in relation to the value of work. Where pay structures exist, the employer must ensure objective, gender, neutral criteria. (Art. 4) | TBD |
Pay Progression | Under § 2f of the Labour Contract Adjustment Act (Arbeitsvertragsrechts, Anpassungsgesetz , AVRAG), employees are entitled, upon each pay due, to receive a written, clear, transparent and complete statement of pay and allowances, which may also be provided electronically. [source. https://www.ris.bka.gv.at/eli/bgbl/1993/459/P2f/NOR40177164] | Workers must have easy access to the objective, gender, neutral criteria used to determine workers' pay, pay levels and pay progression. Member States may exempt employers with fewer than 50 workers from the obligations regarding pay progression. (Art. 6) | TBD |
Collective Agreements | No primary source identified. | Social partners are encouraged to negotiate measures on equal pay and gender, neutral job, evaluation and classification systems. Collective agreements that derogate from individual rights are permitted only if they respect the overall protection of workers. (Arts. 4(4), 33) | TBD |
Employee Rights | No primary source identified. | Each worker has the right to request and receive, in writing, information on their individual pay level and the average pay levels, broken down by sex, for categories of workers performing the same work as them or work of equal value to theirs. Employers must inform workers of this right annually. (Art. 7) | TBD |
Reporting | Under § 11a of the Federal Act on Equal Treatment (GlBG), employers must prepare an anonymized income analysis report every two years containing the number of women and of men in each collective, agreement or company pay group, and the average or median pay of women and of men in each group, and must transmit it in the first quarter of the year following the reporting year to the relevant employee representative bodies. [source. https://www.ris.bka.gv.at/NormDokument.wxe?Abfrage=Bundesnormen&Anlage=&Artikel=&FassungVom=2026, 01, 24&Gesetzesnummer=20003395&Paragraf=11a&Uebergangsrecht=] | Employers in scope must report seven indicators including the gender pay gap, the gender pay gap in complementary or variable components, the median gender pay gap, the proportion of female and male workers receiving complementary or variable components, the proportion of female and male workers in each quartile pay band, and the gender pay gap by categories of workers broken down by ordinary basic wage and complementary or variable components. (Art. 9(1)) | TBD |
Gap Analysis | No primary source identified. | Where pay, gap reporting reveals a gender pay gap of at least 5% in any category of workers performing the same work or work of equal value that the employer cannot justify on objective gender, neutral factors and that has not been remedied within six months, the employer must conduct a joint pay assessment in cooperation with workers' representatives. (Art. 10) | TBD |
Participation | Under § 11a para 3 of the Federal Act on Equal Treatment (GlBG), the anonymized income analysis report must be submitted in the first quarter following the reporting year to the central works council or, if none exists, to the works council or equivalent body, which may request consultation. if no such organ exists, the report must be posted in a place accessible to all employees and publicized by a workplace notice. [source. https://www.ris.bka.gv.at/NormDokument.wxe?Abfrage=Bundesnormen&Anlage=&Artikel=&FassungVom=2026, 01, 24&Gesetzesnummer=20003395&Paragraf=11a&Uebergangsrecht=] | Workers' representatives must be involved in the joint pay assessment, receive the results of the pay, gap reports, and may request additional clarifications from the employer. The directive expressly protects representatives from retaliation. (Arts. 10, 11) | TBD |
Penalties | Under § 11a para 5 of the Federal Act on Equal Treatment (GlBG), employees who breach confidentiality obligations regarding the income analysis report may be fined by the district administrative authority up to EUR 360 upon private complaint by the employer. [source. https://www.ris.bka.gv.at/NormDokument.wxe?Abfrage=Bundesnormen&Anlage=&Artikel=&FassungVom=2026, 01, 24&Gesetzesnummer=20003395&Paragraf=11a&Uebergangsrecht=] | Member States must lay down rules on penalties applicable to infringements that are 'effective, proportionate and dissuasive' , in particular fines whose level reflects the gravity and duration of the infringement and any aggravating factors such as recidivism. Member States must also ensure that public contracts and concessions comply with equal, pay obligations. (Arts. 23, 24) | TBD |
Support | No official primary source identified. | Member States must designate one or more monitoring bodies under Art. 29, ensure equality bodies provide guidance and assistance to workers, and engage in awareness, raising. Member States must also report data to the Commission. (Arts. 25, 26, 27, 28, 29) | TBD |