Latest news on pay transparency - and why you should still start now
Pay transparency requires a clear structure for jobs, roles, and salaries. In this article, we explore how AI can help HR analyze existing HR data and suggest a structure that makes the work with pay transparency faster and easier to manage.
We've been waiting a long time for news on when the pay transparency bill would be sent to consultation and now it's come.
On 26 February 2026, the Ministry of Employment submitted a draft law in external consultation to implement the EU's wage transparency directive into Danish law. However, it is important to remember that this is still a consultation draft. This means there could be changes before the law is finally passed.
The consultation deadline is March 27, 2026.
New Expected Date
The bill calls for the rules to come into force January 1, 2027.
This is later than the EU's original deadline, which was June 7, 2026. According to the Department of Employment, the extra time should allow companies to better prepare.
But while the date may be shifting a bit, the direction is the same.
What does this mean for companies?
The upcoming rules are very much about companies being able to explain and document their pay decisions.
This applies, among other things, to:
- Transparency in recruitment
- Employee's right to salary information for comparable functions
- Clear and objective criteria for salary
- More evidence on wage disparities
In short: Wages need to be more explainable.
Work often starts in the structure
Some believe that salary transparency is mostly about reports.
But in practice, the work starts in a completely different place.
To be able to compare salaries, you must first have a handle on roles, levels and responsibilities. Once that structure is clear, it becomes far easier to explain pay disparities and work with data.
Take the time to get ready
If the rollout ends up being in 2027, it gives companies a little extra time to prepare.
For many organizations, this will typically mean:
- Get an overview of job types and roles
- Clean up existing job titles
- Defining levels or levels
- Establish more clear pay spreads
Once the structure is in place, both analytics and reporting become much easier to handle.
Don't wait too long
Although there may be a little extra time, it's still a good idea to start work right now.
For many companies, the biggest task is not in the reporting itself — but in getting the structure and data in order.
The earlier the work begins, the easier it will be to meet the upcoming requirements.
Do you want to know more about how to work with salary transparency in practice?
So remember our webinar on March 10, 2026, where we just dive into the topic and show how companies can work structured with roles, salaries and data in an easy way.
Sign up here.
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