SCHEDULED78% CONFIDENCEArticle 9(2) and (3): employers with 250 or more workers, and those with 150 to 249, "shall, by 7 June 2027" provide the information relating to the previous calendar year.[1]
Employers in the EU with 150 or more workers must file their first gender pay gap reports, covering 2026, by 7 June 2027 under the Pay Transparency Directive; those with 250 or more workers must then report every year.
By 7 June 2027 employers with 250 or more workers, and those with 150 to 249, must report their gender pay gap for the 2026 calendar year[1]
The report covers the mean and median gap, the gap in bonuses and other variable pay, the share of women and men receiving it, and the gender split of each pay quartile[1][3]
The largest employers then report every year and those with 150 to 249 workers every three years; employers with 100 to 149 workers first report by 7 June 2031[1][3]
A gap of 5% or more in a category of workers that the employer cannot justify and has not fixed within six months triggers a joint pay assessment[1][3]
Only a handful of member states had transposed the directive by its June 2026 deadline, so several countries' first reporting rules were still pending[2][4]
The first entry is always the pin's source. Overall confidence is a weighted average of how firmly each reference supports the start and end times used above; a reference counts half as much for every 180 days older than the newest.
publications.europa.eu· Posted Sep 25, 2026· Starts Jun 7, 2027 ✓· 33% of score
Article 9(2) and (3): employers with 250 or more workers, and those with 150 to 249, "shall, by 7 June 2027" provide the information relating to the previous calendar year.
morganlewis.com· Published Jun 8, 2026· 22% of score
Employers with 150-249 employees report by 7 June 2027 and every three years after; more than 250 by 7 June 2027 and annually; 100-149 by 7 June 2031; some countries propose lower thresholds.[1]
Most member states had not transposed the directive at the June 2026 deadline, so the national rules behind the first reports are still being written in many countries.[1]
The official record of the directive that sets the 2027 reporting date.[1]
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Bâtiment Louise-Weiss, 1, Allée du Printemps, Wacken, Robertsau, Strasbourg, Bas-Rhin, Collectivité européenne d'Alsace, Grand Est, France métropolitaine, 67070, FranceEuropean Union
CONFIRMED88% CONFIDENCE3.4 years agoThe directive is "of 10 May 2023" and "Done at Strasbourg, 10 May 2023"; it has no expiry clause, so it stays in force open-ended (member states had to transpose it "by 7 June 2026", Article 34(1)).[1]
Directive (EU) 2023/970, signed in Strasbourg on 10 May 2023, gives job applicants the right to see a salary range, bans questions about pay history and makes employers with 100 or more workers publish gender pay gap figures.
European Commission, Rue de la Loi - Wetstraat, Quartier des Squares - Wijk van de Squares, Quartier européen - Europese wijk, Bruxelles - Brussel, Brussel-Hoofdstad - Bruxelles-Capitale, Région de Bruxelles-Capitale - Brussels Hoofdstedelijk Gewest, 1040, België / Belgique / BelgienEuropean Union
CONFIRMED85% CONFIDENCE110 days agoLittler[1]: "governments were required to transpose the EU Pay Transparency Directive into national law by June 7, 2026", matching Article 34(1) of the directive ("by 7 June 2026").
The 7 June 2026 deadline to write the Pay Transparency Directive into national law passed with only Italy, Slovakia and Malta (and, by some counts, Lithuania) done; the Netherlands, Sweden, Czechia and Denmark said they would apply it from 1 January 2027.
Bâtiment Louise-Weiss, 1, Allée du Printemps, Wacken, Robertsau, Strasbourg, Bas-Rhin, Collectivité européenne d'Alsace, Grand Est, France métropolitaine, 67070, FranceEuropean Union
CONFIRMED87% CONFIDENCE3.8 years agoThe Publications Office record is "Directive (EU) 2022/2381 of the European Parliament and of the Council of 23 November 2022", the text ends "Done at Strasbourg, 23 November 2022", and Article 14 says "It shall expire on 31 December 2038", so the period ends at the exclusive 1 January 2039 boundary.[1]
Roberta Metsola and the Council presidency sign Directive (EU) 2022/2381 in Strasbourg, requiring large EU listed companies to have at least 40% of non-executive seats, or 33% of all board seats, held by the underrepresented sex by 30 June 2026.
European Commission, Rue de la Loi - Wetstraat, Quartier des Squares - Wijk van de Squares, European Quarter, Brussels, Brussels-Capital, 1040, BelgiumEuropean Union
SCHEDULED78% CONFIDENCEin 262 daysEuropean Commission: "Member States will have until 14 June 2027 to transpose the Directive into their national law and policy."[1]
Member states must write Directive (EU) 2024/1385, the EU's first law on violence against women, into national law by 14 June 2027, including new crimes of female genital mutilation, forced marriage, cyber stalking and sharing intimate images without consent.
European Commission, Rue de la Loi - Wetstraat, Quartier des Squares - Wijk van de Squares, Quartier européen - Europese wijk, Bruxelles - Brussel, Brussel-Hoofdstad - Bruxelles-Capitale, Région de Bruxelles-Capitale - Brussels Hoofdstedelijk Gewest, 1040, België / Belgique / BelgienEuropean Union
CONFIRMED82% CONFIDENCE87 days agoArticle 5(1) of Directive (EU) 2022/2381 says listed companies are subject to the 40% or 33% objectives "to be reached by 30 June 2026".[1]
From 30 June 2026 large listed companies across the EU are expected to have at least 40% of non-executive board seats, or 33% of all board seats, held by the underrepresented sex, the target date set in the Women on Boards Directive.
CONFIRMED83% CONFIDENCE4 days agoJoint union communique: 'Nel giorno 21 settembre 2026 la Direzione Aziendale Ferrero si è incontrata con le Organizzazioni Sindacali' and set the 2025/2026 bonus.[1]
Ferrero and its unions fixed the 2025/2026 objectives-linked bonus for about 7,000 Italian employees at between 2,426 and 2,555 euros gross per site, paid with October 2026 wages, after targets were more than 90% met.
SCHEDULED85% CONFIDENCE14 days agoThe date is set by the regulation itself, per the European Commission: "New Cyber Resilience Act reporting obligations take effect on 11 September 2026".[1]
The EU's Cyber Resilience Act reaches its first live phase: manufacturers of any product with digital elements sold in the EU must report actively exploited vulnerabilities and severe incidents to ENISA and their national CSIRT - an early warning within 24 hours, a full notification within 72, and a final report within 14 days.
William W Kimball House, 1801, South Prairie Avenue, Central Station, South Loop, Near South Side, Chicago, South Chicago Township, Cook County, Illinois, 60616, United StatesUnited States Soccer Federation
CONFIRMED83% CONFIDENCE4.4 years agoThe release is datelined "CHICAGO (MAY 18, 2022)" and says "The two CBAs, which run through 2028, achieve equal pay through identical economic terms", so the period ends at the close of 2028.[1]
U.S. Soccer and both national team unions agreed collective bargaining agreements with identical pay through 2028, making it the first federation to pool and split FIFA World Cup prize money between its women's and men's teams.
SCHEDULED78% CONFIDENCEin 98 daysThe Minimum Wage Commission's proposal of 27 June 2025 set two steps: €13.90 an hour from 1 January 2026 and €14.60 from 1 January 2027. The 2026 step has already taken effect.[1]
Germany's statutory minimum wage goes up to €14.60 an hour on 1 January 2027, the second step of the largest increase the Minimum Wage Commission has recommended.
CONFIRMED89% CONFIDENCE199 days agoTransportmedia's[2] 11 March 2026 report says Nike announced the plan "dinsdag" (Tuesday) at a special works council, which is 10 March 2026.
Nike told a special works council at its European Logistics Campus in Laakdal, Belgium, on 10 March 2026 that it plans to cut 411 jobs, 330 of them weekend-shift posts handling online orders, citing falling online sales.
European Space Astronomy Centre, Camino Bajo del Castillo, Sexmo de Casarrubios, El Castillo, Comunidad de Ciudad y Tierra de Segovia, Villanueva de la Cañada, Community of Madrid, 28692, SpainEuropean Space Agency
ESTIMATED72% CONFIDENCEin 66 daysESA's[1][2] DR1 timeline page, updated 15 June 2026, gives DR1-Foundation as "November 2026" and the complete DR1 as mid-2027, and says exact release dates will be provided later. A month with no day is estimated at that month's last day, which puts this pin on 30 November 2026; it moves when ESA names the day.
The first stage of Euclid Data Release 1 puts out all raw data and calibrated images, catalogues and spectra over about 1,900 square degrees of sky. The higher-level products for galaxy clustering and weak lensing follow in mid-2027.
CONFIRMED87% CONFIDENCE3.0 years agoFlai[1]-Cgil, 06/10/2023: the unions announce 'il rinnovo dell'accordo di gruppo Ferrero, sottoscritto in data odierna e valido fino al luglio 2026' - signed that day and valid until July 2026.
Ferrero and the Fai-Cisl, Flai-Cgil and Uila-Uil unions signed a new group supplementary contract for more than 7,000 Italian workers, raising the performance bonus to 7,760 euros over three years and running until July 2026.
European Union
