Chamber of Labour: Pay Transparency Directive Applies in Austria Even Without National Implementation

Sandra Konstatzky, head of the Equality Ombudsman, explained the concrete deadlines: an employer must provide information "spätestens binnen zwei Monaten." "Wir wissen aus der Beratungspraxis, dass viel Diskriminierung bereits bei der Einstufung passiert," said Konstatzky, "und ein wichtiger Grund sind Geschlechterstereotype, die sich benachteiligend auf die Entgeltverhandlungen von Bewerberinnen auswirken."

Three focal points of the directive

The AK bases its argument on a legal peculiarity of EU law. "Dort, wo die Richtlinie konkrete Rechte formuliert und bestehende EU-Grundrechte (z.B. Gleichheitsgrundsatz, Diskriminierungsverbot) näher ausgestaltet, sind die Bestimmungen bereits unmittelbar anwendbar," according to background materials for the press conference. Courts in Austria would also have to interpret existing laws in line with the directive.

Konstatzky added: "Die verspätete Umsetzung bedeutet nicht, dass die Rechte der Beschäftigten auf Eis liegen." Even without an implementing law, individual provisions of the directive have direct effect. "Aber ich denke, das wird kommen," she said with a view to a still-pending national regulation.

Labour Minister Korinna Schumann (SPÖ) had provided in her draft for exempting companies with fewer than 100 employees from reporting obligations. The AK criticises this threshold. "Wir brauchen die Richtlinie aber trotzdem dringend," said Anderl, "denn die Praxis zeigt uns, dass der Text im Gleichbehandlungsgesetz nicht ausreicht."

Dispute over the threshold for small businesses

The directive provides that companies with more than 250 employees must submit the report annually, and companies with between 100 and 250 employees every three years. Around 60 percent of employees in Austria work for such companies, the AK calculated.

If a company identifies a pay difference between men and women that is greater than five percent and cannot be justified by objective, gender-neutral criteria, the company must carry out a pay assessment together with the works council. Repeated violations of the transparency obligations are to be punishable by administrative fines of up to 60,000 euros.

Anderl warned employers: "Sonst haben sie die Problematik, dass eine Klage nach der anderen kommt." Because even though the EU directive has not yet produced a national law, employees can already invoke certain rights and enforce them in court. "Gleicher Lohn für gleiche Arbeit ist selbstverständlich," said the AK President.

Criticism from IV and the Greens

The Equality Ombudsman also pointed out that many women only learn about pay differences by chance, for instance "wegen eines vergessenen Lohnzettels im Druckerraum, beim Einstellen einer Karenzvertretung oder durch ein informelles Gespräch." The principle of equal pay has been legally anchored in Austria since 1979, Konstatzky explained.

The Federation of Austrian Industries (IV) reiterated its criticism of the directive. IV Secretary-General Christoph Neumayer spoke of a "Bürokratiemonster" due to additional documentation, reporting and assessment obligations. "Entscheidend ist aber, dass die Umsetzung praktikabel bleibt," said Neumayer.

The Greens criticised the government for the lack of implementation. "Dass sich die Regierungsparteien bei der Umsetzung der EU-Lohntransparenzrichtlinie nicht einigen können, ist ein fatales Signal an Millionen Arbeitnehmerinnen," said the Greens' women's spokesperson Meri Disoski.

Outlook: national implementation still open

Anderl announced that negotiations would continue: "Wir verhandeln weiter, werden Druck ausüben und dran bleiben." The Chamber of Labour wants to inform its members "offensiv" about the rights they already have.

Of the 27 EU member states that were required to implement the directive's provisions by 7 June 2026, Austria allowed the deadline to pass without action. The AK sees this as an argument for a swift national regulation, which in its view should also include small and medium-sized enterprises.

Konstatzky summed up: "Arbeitnehmerinnen und Arbeitnehmer haben einen Anspruch auf Auskunft über ihr eigenes Entgelt sowie das durchschnittliche Einkommen von Beschäftigten in vergleichbarer Situation, nach Geschlecht aufgeschlüsselt." The Equality Ombudsman is available for advice as soon as concrete requests are made to employers.

The AK also pointed out that the directive encompasses three focal points: more transparency in the application process, the right to know how salaries are determined, and the right to information about pay in comparison groups. Employees can already invoke these three points, regardless of national implementation.