欧盟2026年的薪资透明度法要求岗位上的工资幅度,禁止过去的薪资问题,并规定薪酬差距报告。 The EU’s 2026 pay transparency law requires salary ranges in jobs, bans past pay questions, and mandates pay gap reporting.

2026年6月生效的欧盟薪资透明度指令规定职位上的薪金幅度,禁止关于过去薪酬的问题,并要求公司披露年薪和小时薪数据,包括奖金和津贴。 The EU's pay transparency directive, effective June 2026, mandates salary ranges in job postings, bans questions about past pay, and requires companies to disclose pay data, including bonuses and benefits, in both annual and hourly terms. 雇主必须在面试前提供起始工资,允许雇员要求获得类似角色的薪酬信息,并每年(250名以上雇员)或每三年(100-249人)报告性别薪酬差距。 Employers must provide starting pay before interviews, allow employees to request pay info for similar roles, and report gender pay gaps annually (250+ employees) or every three years (100–249). 5%以上的差距引发与工人代表进行联合评估。 Gaps over 5% trigger joint assessments with worker reps. 大型公司面临罚款和法律责任,雇主在歧视案件中承担举证责任。 Larger firms face fines and legal liability, with employers bearing the burden of proof in discrimination cases. 只有16%的欧盟雇主做好了准备,对全额赔偿透明度的准备率降至2%,从而催生了在强制执行之前采取行动的紧急呼吁。 Only 16% of EU employers are prepared, with readiness dropping to 2% for full compensation transparency, prompting urgent calls for action ahead of enforcement.