Implementation Outlook
The deadline for Member States to implement the EU Pay Transparency Directive expired on 7 June 2026. Although several countries have not yet completed transposition, employers should already be preparing for a significantly more transparent pay environment, additional reporting obligations and enhanced employee rights. The new framework aims to strengthen the principle of equal pay for equal work or work of equal value and places greater accountability on employers regarding remuneration practices.
Key employer obligations at a glance
Topic |
What is changing? |
| Pay transparency before hiring |
|
| Employee’s rights to access pay information |
|
| Objective pay – setting criteria |
|
| Gender pay gap reporting |
|
| Joint pay assessment |
|
| Enhanced enforcement |
|
Key implementation milestone
Implementation deadline: 7 June 2026
While implementation is delayed in several EU Member States, employers should not expect lengthy transition periods once national legislation is adopted. Across Europe, governments are increasingly moving from legislative preparation to active implementation.
Slovenia: Current Status
Legislative status: Draft legislation not yet published
As of the latest available information, Slovenia has not yet published a draft law implementing the Pay Transparency Directive.
According to publicly available information, the proposed legislation was submitted to the Economic and Social Council (ESS) for discussion in February 2026, but the legislative process has not progressed further to date.
Based on information provided by the ministry responsible for preparing the legislation, Slovenia is not expected to introduce requirements that would significantly exceed the standards set by the Directive. Accordingly, the key obligations introduced by the Directive are already known and are unlikely to change substantially during the Slovenian legislative process and the employers should not interpret the delay in implementation as a reason to postpone preparations.
What should Slovenian employers be doing now?
Even before the adoption of national legislation, employers may benefit from reviewing:
remuneration policies and grading structures,
job evaluation methodologies,
gender pay gap data,
internal promotion and reward processes,
recruitment practices and job advertisement templates,
readiness for future reporting obligations.
Early preparation may significantly reduce compliance challenges once the Slovenian implementation framework becomes available.
Quick facts
| Item | Status |
| Directive | Directive (EU) 2023/970 |
| Objective | Strengthen application of equal pay for equal work or work of equal value and reduce the gender pay gap. |
| EU implementation deadline | 7 June 2026 |
| Slovenian implementing legislation | Not yet published |
Expected impact
|
Recruitment, remuneration structures, reporting and employee information rights |
How can we help?
The evolving employment law landscape presents both new obligations and opportunities for employers. If you would like to discuss how these developments may affect your organization, review your current policies and practices, or prepare for upcoming compliance requirements, our team would be pleased to assist.
Kontakt
Miroslav Marchev
Partner, vodja za pravne storitve v Jugovzhodni Evropi, PwC Slovenia
