🚨Equal Pay for Equal Work | News

💥 A quiet change that will transform recruitment in Portugal:

👉 With EU Directive 2023/970, the European Union reinforces a key principle: equal pay for equal work

🗓️ By June 2026, Portugal must transpose these rules.

🔍 What changes in practice?

💰 Salary ranges must be disclosed in job postings
🚫 Employers will no longer be allowed to ask candidates about their salary history
🏢 Workers will have greater access to information about salaries and career progression
⚖️ Companies will be required to identify, report, and correct pay gaps

📢 Key obligations by company size (phased implementation):

➡️ 250+ employees: annual reporting of gender pay gaps to the competent authority (ACT)
➡️ 100 to 249 employees: reporting every 3 years
➡️ <100 employees: no periodic reporting, but still subject to transparency requirements

🎯 The goal is clear: to fight pay inequality and strengthen transparency.

But this goes beyond legislation.

It is a transformation in how companies build — or lose — trust.

And a strategic opportunity for leaders:

✔️ Attract and retain talent more effectively
✔️ Strengthen internal trust
✔️ Build a stronger employer brand

👉 The impact is inevitable.
The difference will be between those who prepare… and those who merely react.