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Navigating EU CSRD and Pay Equality

Trusaic

The Pay Equity Related Standard and Auditor Requirements of the EU Corporate Sustainability Reporting Directive state: “Under the draft standards, the employer must report the Basic Salary and Remuneration Ratio (or Annual Total Compensation Ratio) between male and female employees.

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Iceland’s Path Toward Shrinking the Gender Pay Gap

Trusaic

Employers in Iceland are only required to report on compensation every three years. Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps. I ntersectional pay equity audit.

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Lithuania’s Path Toward Shrinking the Gender Pay Gap Under EU Directive

Trusaic

Account for intersectional discrimination in pay practices and consider the needs of workers with disabilities. By 2026, EU employers with 250 or more employees must report on gender pay gaps. Likely implementation dates are 2026, however, some countries may enact legislation earlier. Prepare to act when pay gaps exceed 5%.

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Belgium’s Path Toward Closing the Gender Pay Gap Under EU Directive

Trusaic

Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. Belgian employers should proactively evaluate their current pay practices and overall compensation philosophy. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.

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Latvia’s Path Toward Shrinking the Gender Pay Gap Under EU Directive

Trusaic

Account for intersectional discrimination in pay practices and consider the needs of workers with disabilities. Achieve Authentic Pay Equity With Software By 2026, EU employers with 250 or more employees must report on gender pay gaps. Likely implementation dates are 2026, however, some countries may enact legislation earlier.

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Luxembourg’s Path Toward Shrinking the Gender Pay Gap Under EU Directive

Trusaic

Account for intersectional discrimination in pay practices and consider the needs of workers with disabilities. By 2026, EU employers with 250 or more employees must report on gender pay gaps. In March 2018 , the Inspectorate of Labor and Mines (ITM) launched a service to facilitate reporting of pay discrimination.

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Spain’s Path Toward Shrinking the Gender Pay Gap Under EU Directive

Trusaic

However, there will be some additional requirements imposed upon them as the law, which must be in effect by June 2026, progresses. Accounting for intersectional discrimination in pay practices and considering needs of workers with disabilities. In effect, by 2026, all large employers (250+ employees) must report gender pay gaps.