La transparence salariale sous contrôle.

Partial/regional implementation: Upper Austria completed its 2026 equal-treatment amendment, published on 30 July. This is not confirmation of comprehensive Austrian private-sector implementation.

Establish whether the legal employer falls within the regional public-service scope. Verify the signed instrument and the separate federal/private-sector position before applying any date.

BE-MAGIC methodology work verified; a single comprehensive federal commencement date is not verified here.

Separate federal/private-sector, regional/community public-sector and collective-agreement duties. Use classification work without treating it as a filing rule.

Official draft consultation included an extended deadline of 18 June 2026. The reported 11 September Parliament submission remains watch-stage evidence: the primary bill record is not verified here.

Resolve the exact National Assembly bill ID and primary text before upgrading any employer obligation, commencement date or reporting rule from watch-stage evidence.

Ministry describes Labour Act alignment as ongoing and has released a voluntary evaluation methodology.

Use the free methodology for preparation; verify adopted law and filing instructions separately.

Official pay-transparency consultation verified; final enacted text not verified.

Track the Department of Labour Relations and Gazette for scope, disclosure timing and reporting procedures.

The 31 August Cabinet bill announcement expressly describes intended reuse of JMHZ data. The PTD bill remains a proposal in this reviewed source; final passage and output specifications are not established.

Ask payroll for current JMHZ data, native field mapping and correction history, while separately tracking the final PTD law and authority output instructions. Do not assume that existing monthly reports already satisfy the proposed PTD report.

Official draft consultation names 1 January 2027 as proposed commencement.

Do not treat the consultation metadata as an enacted effective date; test the final employee-count and reporting model.

2026 amendments have staged commencement; prospective consolidation includes January 2027 provisions.

Separate the July provisions from January provisions and verify the remaining Directive implementation; avoid applying the future consolidated text wholesale.

Detailed register instructions exist, but the new framework remains dependent on HE129/2026.

Use the detailed country dossier; do not freeze proposed rules as final law.

Government bill no. 944 was deposited in the Senate on 10 September 2026 under accelerated procedure. The existing equality-index regime remains current law; the PTD package is still draft.

Track Senate amendments, enactment and commencement decrees. Prepare recruitment range/salary-history controls, employee-response design and 50+ reporting categories without treating draft timings as binding.

Full current transposition status not resolved against a final new instrument in this edition.

Obtain current EntgTranspG and amending acts; do not infer that the Directive’s 100-worker reporting threshold replaces domestic rules.

Enacted, with the core transparency provisions deferred to 1 November 2026.

Use the detailed dossier; confirm first reference-period interpretation and final filing specification.

Comprehensive current instrument and authority data specification not verified.

Legal owner to confirm the current Gazette/database and employment/equality rules before local deployment.

Existing annual gap-reporting framework and portal development verified; full PTD enactment not verified.

Preserve June snapshot/12-month data and November publication process; independently confirm mandatory 2026 portal submission basis.

Decree 96/2026 is operative. Keep the existing >50 biennial return separate.

Use the detailed dossier; obtain Article 9 decrees and final new export rules, not the old report schema alone.

Ministry FAQ updated 12 August 2026 describes a separate law under preparation.

Use the ministry’s training material; verify the final law, dates and data model before production.

Phased enacted package; monthly SDUP data from January 2027 precedes annual reports.

Implement January 2027 monthly data collection independently of the later annual report.

Comprehensive new instrument and production schema not verified.

Check Legilux and labour/equality authorities; keep any voluntary tools distinct from statutory filings.

L.N.173/2026 explicitly uses calendar 2026 pay for the first 150+ reporting cycle and requires a written employee-information response within eight days. Two submission-timing clauses need authoritative reconciliation.

Preserve the complete 2026 pay/time population and implement the eight-day response workflow. Ask the monitoring body to reconcile regulation 9(5) with 9(2)–(4) before fixing a filing calendar.

Bill 36.949 remains pending in the Tweede Kamer. The debate calendar now shows Week 50 of 2026 (7–13 December), replacing the inherited Week 02 of 2027 schedule.

Recheck the parliamentary calendar and any amendments; retain the earlier 1 January 2027 target as a proposal, not an enacted commencement. Final commencement requires the prescribed royal-decree route.

Recruitment rules are binding; the comprehensive UC127 package remains a proposal in the reviewed record.

Maintain current recruitment compliance; reconcile final reporting dates and six-month commencement before implementation.

BTE Separata 26/2026 published an official draft proposal on 5 August 2026 for partial PTD transposition. Public appraisal followed; final legislation has not been verified as enacted.

Track submission/approval of the final law and any implementing technical instructions. Prepare for the draft’s 50+ reporting perimeter and two-month information workflow, but keep all dates labelled as proposed.

L 445/2026 remains in urgent Senate committee procedure. On 21 September the Senate extended the review period; the tacit-adoption marker is now 17 October 2026, not 2 October.

Track committee reports and final passage. Do not use the 17 October parliamentary deadline as a payroll, disclosure or employer-reporting deadline.

Act 76/2026 is in force. The first reporting window is August–December 2026.

Use the detailed dossier; retain first-period data and representative approvals, obtain production filing format.

Official PAY DAY support/tool project verified; comprehensive enacted law not verified.

Training and tool-development dates are not employer filing dates; verify final statutory and technical rules.

RD 902/2020 and the official job-evaluation procedure remain current foundations. An official Ministry consultation confirms a Royal Decree project to transpose Directive 2023/970; final enactment is not yet verified.

Track publication of the Royal Decree text, final approval and implementing/reporting specifications. Continue applying existing remuneration-register and pay-audit duties independently of the draft.

Government has instructed continued implementation preparations; a new complete operative regime is not verified.

Retain existing equality/pay-survey processes; DO assignment deadline is not an employer commencement date.