Pay transparency in Luxembourg: what employers need to do
The EU Pay Transparency Directive sets baseline duties for every employer in Luxembourg. Below is the current implementation status and what the directive itself asks of you.
Implementation status
No publicly available implementing draft at last check.
National implementation may add or change requirements. Check the official source before publishing job ads.
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.
No salary-history questions
You may not ask candidates about their current or previous pay, in forms or in conversation.
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 two months.
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.
Gender pay gap reporting by company size
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.
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.
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.
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).
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).
Frequently asked questions
- Does the directive already apply to employers in Luxembourg?
- The transposition deadline was 7 June 2026. How and when the duties take effect in Luxembourg depends on national implementation. Check the status above and the official source before publishing job ads.
- Do small employers have to publish salary ranges?
- Yes. The pay-range, salary-history and pay-information duties do not depend on company size. Only the gender pay gap reporting duty depends on headcount.
- Does ValuGrade include national rules for Luxembourg?
- No. ValuGrade applies the directive's baseline obligations. National implementation may add or change requirements, so check the official source.
- How long does it take?
- Most small employers score their roles and see a free preview of their grade structure in about fifteen minutes.
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