Does the directive already apply to employers in Denmark?

The transposition deadline was 7 June 2026. How and when the duties apply in Denmark depends on national law. Our current status is "Draft law in progress" (last checked 13 October 2026), with the official source linked on this page.

Do small employers have to share pay information with applicants?

Yes. Under Article 5, applicants must receive the starting pay or its range in a way that allows informed negotiation, for example in the vacancy notice or before the interview. This does not depend on company size.

When do employers have to report their gender pay gap?

Under the directive: 250 or more workers by 7 June 2027 and then yearly; 150 to 249 by 7 June 2027 and then every three years; 100 to 149 by 7 June 2031 and then every three years. Member states may also require smaller employers to report.

Does ValuGrade include national rules for Denmark?

No. ValuGrade applies the directive's baseline obligations. National implementation may add or change requirements, so check the official source.

What can I prepare now?

A pay structure: roles scored on four criteria, grades, salary bands, written pay criteria and a reply template for pay information requests. These are needed whatever the national details turn out to be.

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Country guide

Pay transparency in Denmark: what employers need to know

The EU-wide duties, the implementation status we track for Denmark, and a checklist you can work through before your next hire.

Short answer

The EU Pay Transparency Directive covers all EU member states, including Denmark. Its rules reach employers through national implementing law, which was due by 7 June 2026. Status in Denmark at our last check on 13 October 2026: Draft law in progress.

Implementation status

DraftDraft law in progressLast checked 13 October 2026

Draft implementing legislation in progress.

Official source: https://www.folketingstidende.dk/samling/20261/lovforslag/L68/index.htm

What this status means

This label means a bill or draft implementing law is going through the legislative process. The final text may still change.

National implementation may add or change requirements. Check the official source before publishing job ads.

EU sources: Directive (EU) 2023/970 on EUR-Lex · European Commission: equal pay · How we check sources

Baseline obligations for every employer

Pay range before the interview

Candidates must be told the initial pay level or pay range, based on objective, gender-neutral criteria, before the interview, in practice, in the job ad.

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No salary-history questions

You may not ask candidates about their current or previous pay, in forms or in conversation.

Read the guide

Right to pay information

Workers may ask in writing for their individual pay level and the average pay levels, broken down by sex, for the same work or work of equal value. You answer within a reasonable period and at the latest within two months.

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Objective pay criteria

Pay levels and pay progression must rest on objective, gender-neutral criteria (skills, effort, responsibility and working conditions) that workers can easily access.

Read the guide

Gender pay gap reporting by company size

1–49 employees

No reporting duty under the directive

Employers with fewer than 100 workers have no reporting obligation under the directive. All other duties (job ad pay ranges, no salary-history questions, and the right of employees to request pay information) still apply in full. Member states may require reporting from smaller employers under national law.

50–99 employees

No reporting duty under the directive

100–149 employees

Reporting every 3 years, first report from 2031

Employers with 100 to 149 workers report their gender pay gap every three years, starting in 2031. All transparency duties apply now, regardless of the reporting start date.

150–249 employees

Reporting every 3 years

Employers with 150 to 249 workers report their gender pay gap every three years, with the first report due in 2027 for the 2026 reference year (subject to national implementation).

250 or more employees

Annual reporting

Employers with 250 or more workers report their gender pay gap every year, with the first report due in 2027 for the 2026 reference year (subject to national implementation).

Reporting deadlines explained

EU timeline

6 June 2023Directive (EU) 2023/970 entered into force.
7 June 2026Deadline for member states to transpose the directive.
7 June 2027First gender pay gap reports due for employers with 150 or more workers.
7 June 2031First reports due for employers with 100 to 149 workers.

These are EU-level dates. National law may set its own procedures or earlier duties.

Practical checklist for employers

List every role and score it on skills, effort, responsibility and working conditions.
Group roles of equal value into grades and set a minimum, midpoint and maximum for each.
Prepare a pay sentence for each role so applicants get the starting pay or range before the interview.
Remove salary-history questions from application forms and interview scripts.
Write down your pay and pay progression criteria and make them easy to find for staff.
Prepare a reply template for pay information requests and tell staff yearly about this right.
Check the official national source before you publish job ads.

Job evaluation and work of equal value: a small-employer guide

Local currency

Pay in Denmark is usually quoted in DKK. State ranges in the currency you actually pay and say whether they are gross per year or per month.

Frequently asked questions

Does the directive already apply to employers in Denmark?: The transposition deadline was 7 June 2026. How and when the duties apply in Denmark depends on national law. Our current status is "Draft law in progress" (last checked 13 October 2026), with the official source linked on this page.
Do small employers have to share pay information with applicants?: Yes. Under Article 5, applicants must receive the starting pay or its range in a way that allows informed negotiation, for example in the vacancy notice or before the interview. This does not depend on company size.
When do employers have to report their gender pay gap?: Under the directive: 250 or more workers by 7 June 2027 and then yearly; 150 to 249 by 7 June 2027 and then every three years; 100 to 149 by 7 June 2031 and then every three years. Member states may also require smaller employers to report.
Does ValuGrade include national rules for Denmark?: No. ValuGrade applies the directive's baseline obligations. National implementation may add or change requirements, so check the official source.
What can I prepare now?: A pay structure: roles scored on four criteria, grades, salary bands, written pay criteria and a reply template for pay information requests. These are needed whatever the national details turn out to be.

Build your pay structure for Denmark

Score your roles, get grades and salary bands, and see a free preview. No account needed.

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This tool provides structure and templates, not legal advice.

Other countries with the status "Draft law in progress"

Next steps

Check if the directive appliesFree checker: size, reporting dates and duties in two minutes.Free toolsSalary range sentences, pay gap calculator and reply letters.Build your pay structureFree preview in about 15 minutes, no account needed.