The topic makes some boards of directors cringe… and yet, it’s something we’ll have to face.

By June 7, 2026, European Directive 2023/970 must be transposed into Luxembourg law. And it will profoundly change how salaries are defined, communicated, and justified.

👉 As a recruiter, I already see the impact this kind of change can have on employer/candidate relationships. But also the opportunities it opens up to build a healthier, clearer, and more equitable HR culture.

📌 What exactly are we talking about?

Here are some very concrete examples of what companies can expect:

✅ Before hiring:

• Mandatory mention of salary range in job postings

• Prohibition on asking a candidate’s salary history

• Requirement to write neutral and inclusive job ads

✅ During the employment relationship:

• Employees’ right to access their own salary level AND the average salary per position, broken down by gender

• Objective, accessible, and non-sexist pay criteria

• Obligation to inform employees annually of these rights

✅ For companies with 100+ employees:

• Mandatory reporting on pay gaps

• Joint HR/employee representative evaluation if a gap of more than 5% isn’t justified within 6 months

• State support planned for companies with fewer than 250 employees

🧠 What this means for you

Whether you’re in HR, a company leader, or simply concerned about pay equity, this directive is a quiet revolution.

And let’s be honest:

➡️ Few companies have truly fair salary grids
➡️ Many still improvise when making salary offers
➡️ And too few publicly own their compensation policies

That’s exactly where the opportunity lies:

💡 Clarify internal rules
💡 Earn your team’s trust
💡 Attract the right talent with a coherent message

💬 My perspective

This directive shouldn’t be seen as just another administrative burden. It’s an invitation to rethink our approach to compensation — to show consistency, respect, and transparency.

And in a labor market like Luxembourg’s — tight, competitive, multicultural — transparency is a powerful lever for attractiveness.

📣 And you, where do you stand?

Are you an HR professional, a company leader, or simply an employee concerned by this issue?

➡️ Is your company ready?
➡️ Have any actions already been taken?
➡️ How do you feel about the idea of making salary gaps public?

I’m curious to read your feedback, stories, or thoughts.

Let’s share, exchange, and grow together. 💬

You can contact me on: delphine.conrad@selecthr.lu