By June this year, Portuguese companies will have to start revealing salary information in a structured way, opening a new chapter in human resources management and relationships with workers. The change results from a European directive approved in 2023, which imposes clear rules on equal pay and which Portugal will have to transpose into national law by June.
According to the ECO news portal, this legal transformation directly affects organizations with more than 100 workers, required to disclose salary bands, progression criteria and pay differences between genders, in a process that will have an impact on salaries, hiring and the internal culture of companies.
The legislative clock is already ticking
The directive was approved as part of the European Gender Equality Strategy 2020–2025 and establishes a strict timetable for its implementation. According to the same source, Member States have until June this year to adapt these standards, which is the date from which the obligations become enforceable.
This legal harmonization seeks to reduce persistent inequalities in the European labor market, placing transparency at the center of remuneration policies. The publication writes that the measure aims to create a common framework that hinders discriminatory practices that have been difficult to detect until now.
A structural problem that stands the test of time
The need for the directive is supported by international indicators. According to the World Economic Forum’s Global Gender Gap Report 2025, it will take 123 years to achieve gender parity at a global level. In Portugal, the salary difference between men and women is around 10%.
These numbers help explain the requirement for regular reporting of pay gaps. The same source states that the frequency of this report varies depending on the size of the company, being more demanding for larger scale organizations.
What changes even before the contract
One of the most immediate changes comes in recruitment. Companies are now obliged to indicate salary bands in job offers and are prevented from asking candidates for information about previous salaries, a practice that the EU considers to perpetuate inequalities.
After hiring, workers gain the right to access detailed information about their salary positioning and the criteria used to define remuneration and progression. This transparency must be applied across the organization.
When differences are no longer acceptable
The directive sets a concrete limit for unjustified disparities. The website explains that differences greater than 5% between men and women, when not supported by objective and neutral criteria, require a joint salary assessment with worker representatives.
This mechanism aims to identify structural causes of inequalities and impose corrective measures. The publication adds that non-compliance may result in sanctions, financial compensation to affected employees and a reversal of the burden of proof.
Prepare for change from within
According to Cláudia Gomes, senior consultant at EY in the People Consulting area, cited by , adapting to this new framework requires an in-depth review of the function architecture, with clear descriptions, defined levels and objective assessment of the work performed.
The specialist also defends the need to align compensation, progression and internal communication policies, integrating transparency as a permanent management variable. The same source states that this change involves training leaders and managing expectations in a context of greater salary exposure.
Remember that the directive is presented as an instrument to reduce inequalities and reinforce trust in organizations, but it also introduces new operational and cultural requirements.
From this year onwards, transparency ceases to be a strategic option and becomes a legal obligation with a direct impact on salaries in Portugal.
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