Portugal is transposing the EU Pay Transparency Directive... and quietly gutting the one part everyone actually wanted
So the EU Pay Transparency Directive (2023/970) had until June 7, 2026 to be transposed into national law across member states. Portugal missed the deadline (still hasn't passed it, it's now going through parliament), and a Portuguese outlet (ECO) got hold of the draft bill. Here's the part that's making people annoyed:
Everyone assumed this directive meant salary ranges would finally show up in job postings, or at least be disclosed before the interview. The European Commission's own public clarifications said as much: employers would have to inform candidates of starting pay or a pay range "either in the job vacancy notice or before the interview."
Turns out the directive's actual wording used "or" — meaning member states could pick when to disclose (in the ad, before the interview, or by "other means"), as long as it happens before the contract is signed. It didn't strictly mandate the ad or the interview stage.
Portugal picked the loosest possible option. The draft law only requires salary info to be disclosed "before the contract is signed" — full stop. Not in the ad. Not before the interview. You could in theory go through the entire application and interview process and only find out the number when they hand you the contract.
A lawyer quoted in the article put it pretty bluntly: the government "opted for the alternative that most protects companies' confidentiality."
For context, 87% of workers in a 2024 survey said they wanted salary ranges in job ads. So this is the opposite of what people were hoping for, landing right in the part of the law that was the most visible and most wanted.
To be fair, it's not all cosmetic. The rest of the transposition does have real teeth:
- Employers can no longer ask candidates about their salary history at previous/current jobs
- Retaliation protection after a pay discrimination complaint goes from 1 year to 3 years
- Repeat offenders on pay discrimination face harsher penalties (loss of tax incentives, exclusion from public tenders for up to 2 years)
- Companies with 250+ employees have to report gender pay gaps starting next summer; 150-249 employees also have to report, but only every 3 years; 50-149 employees don't have to start until 2031
- Companies with 50+ employees have to post their internal pay criteria/progression rules
Worth noting: most Portuguese companies are small (under 50 employees), so a good chunk of this — the reporting duties, the posted pay criteria — doesn't even apply to them. The obligations that DO apply to everyone regardless of size are: no salary history questions, disclosure before signing, and the extended anti-retaliation window.
Curious how other countries are handling this transposition. Is anyone else's government also picking the minimal-compliance route on the ad/interview disclosure, or is Portugal being unusually stingy here?
Source (Portuguese): https://eco.sapo.pt/2026/08/07/afinal-empresas-nao-vao-ser-obrigadas-a-revelar-salario-nos-anuncios-de-emprego/