{"id":29045,"date":"2026-02-09T09:05:05","date_gmt":"2026-02-09T08:05:05","guid":{"rendered":"https:\/\/www.delucapartners.it\/pillar\/eu-directive-2023-970-and-pay-transparency\/"},"modified":"2026-04-08T14:32:44","modified_gmt":"2026-04-08T12:32:44","slug":"eu-directive-2023-970-and-pay-transparency","status":"publish","type":"pillar","link":"https:\/\/www.delucapartners.it\/en\/pillar\/eu-directive-2023-970-and-pay-transparency\/","title":{"rendered":"EU Directive 2023\/970 and Pay Transparency"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\"><strong>A&nbsp;complete&nbsp;guide to 2026&nbsp;obligations<\/strong>&nbsp;&nbsp;<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><strong><strong><strong><strong>What is the EU Pay Transparency Directive (2023\/970)<\/strong>&nbsp;<\/strong><\/strong><\/strong><\/h3>\n\n\n\n<p>Directive (EU) 2023\/970 on pay transparency is a European regulation adopted in 2023 with the aim of strengthening the principle of equal pay between men and women through a series of binding obligations on pay transparency.&nbsp;Member&nbsp;States must&nbsp;transpose&nbsp;it&nbsp;by 7 June 2026.&nbsp;<\/p>\n\n\n\n\n\n\n<h2 class=\"wp-block-heading\"><\/h2>\n\n\n\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Objectives and&nbsp;definitions: the&nbsp;principle of \u201cEqual Pay\u201d (Article 157 TFEU)<\/strong>&nbsp;<\/h3>\n\n\n\n<p>The principle of equal pay provides that women and men must receive the same&nbsp;remuneration&nbsp;for the same work or for work of equal value. This right is enshrined in Article 157 of the Treaty on the Functioning of the European Union (TFEU) and reaffirmed in Directive 2006\/54\/EC, both explicitly referred to in EU Directive 2023\/970.&nbsp;<\/p>\n\n\n\n<p>The&nbsp;objective&nbsp;pursued by the Directive is precisely to make this principle effective by reducing the information asymmetry that hinders the emergence and proof of discrimination.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>Who&nbsp;it&nbsp;applies&nbsp;to:&nbsp;public and&nbsp;private&nbsp;employers and&nbsp;candidates<\/strong>&nbsp;<\/p>\n\n\n\n<p>The Directive applies to both public and private employers. It provides specific rights for:&nbsp;<br>\u2022 candidates (pay information before recruitment; prohibition on requesting salary history);&nbsp;<br>\u2022 workers (right of access to information on their individual pay and on average pay levels of comparable categories; safeguards regarding the criteria for determining and progressing remuneration; reporting obligations and specific remedies).&nbsp;<\/p>\n\n\n\n<p><strong>The Gender Pay&nbsp;Gap:&nbsp;causes and the European&nbsp;context<\/strong>&nbsp;<\/p>\n\n\n\n<p>In the European Union, despite decades of rules on the principle of equal pay, the gender pay gap continues to persist. This is due to a combination of structural,&nbsp;cultural&nbsp;and economic factors, such as:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Information asymmetry<\/strong>&nbsp;(lack of transparency on pay ranges,&nbsp;criteria&nbsp;and comparisons);&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Direct and indirect discrimination<\/strong>&nbsp;and non-neutral use of job classification and evaluation&nbsp;systems;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Occupational segregation<\/strong>&nbsp;and&nbsp;<strong>undervaluation of typically female skills and roles<\/strong>&nbsp;(with an explicit reference to the risk of stereotypes in job evaluation and classification systems).&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>New Obligations for Companies: What Changes in&nbsp;Practice<\/strong>&nbsp;<\/h2>\n\n\n\n<p><strong>Pre-Recruitment&nbsp;transparency:&nbsp;indication&nbsp;of&nbsp;annual&nbsp;gross&nbsp;salary in&nbsp;job&nbsp;offers<\/strong>&nbsp;<\/p>\n\n\n\n<p>Candidates are entitled to receive from the employer:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>the starting salary or the pay range<\/strong>&nbsp;for the position, based&nbsp;<strong>on&nbsp;objective&nbsp;and gender-neutral&nbsp;criteria<\/strong>;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>where&nbsp;applicable, the&nbsp;<strong>provisions of the applicable CCNL\/national&nbsp;collective<\/strong>&nbsp;<strong>agreemen<\/strong>t&nbsp;relevant&nbsp;to the position.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>The information must be provided in such a way as to allow for informed negotiation (e.g.&nbsp;in&nbsp;the job&nbsp;posting). In addition, job advertisements\/titles must be gender-neutral&nbsp;and the selection process must be non-discriminatory.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>Right&nbsp;of access to data:&nbsp;knowing&nbsp;colleagues\u2019&nbsp;average&nbsp;pay<\/strong>&nbsp;<\/p>\n\n\n\n<p>Each worker has the right to request and receive&nbsp;<strong>in writing<\/strong>:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>their own individual pay level; and&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>the&nbsp;<strong>average pay levels<\/strong>, broken down by sex, for&nbsp;<strong>categories<\/strong>&nbsp;of workers performing the same work or work of equal value.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>The request may also be&nbsp;submitted&nbsp;through workers\u2019 representatives or an equality body; the employer must inform workers annually of the existence of this right and of the procedures for exercising it.&nbsp;<\/p>\n\n\n\n<p><strong>Prohibition of pay secrecy and neutral progression criteria<\/strong>&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li><strong>Prohibition of pay secrecy<\/strong>:&nbsp;The Directive prohibits Member States from allowing contractual clauses that prevent workers from&nbsp;disclosing&nbsp;information about their own pay, as such clauses hinder the exercise of the right to equal pay. It is also&nbsp;provided that&nbsp;information obtained&nbsp;regarding&nbsp;the pay of others, other than that relating to one\u2019s own position, may not be used for purposes unrelated to the protection of the principle of equal pay.&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li><strong>Progression criteria<\/strong>:&nbsp;Career and pay progression must follow defined and documented, non-discretionary processes. They must be based&nbsp;on:&nbsp;periodic performance evaluations, experience and length of service, acquisition of new skills and responsibilities, and educational or professional requirements. These criteria must be \u201cobjective and gender-neutral\u201d,&nbsp;as required by the Directive.&nbsp;<\/li>\n<\/ol>\n\n\n\n<p><strong>Reversal of the burden of&nbsp;proof: new&nbsp;litigation&nbsp;risks for&nbsp;employers<\/strong>&nbsp;<\/p>\n\n\n\n<p>The Directive introduces a&nbsp;significant change&nbsp;in the handling of alleged pay discrimination cases: the burden of proof shifts to the employer, rather than&nbsp;remaining&nbsp;with the female or male worker.&nbsp;Accordingly, the employer will&nbsp;be required&nbsp;to&nbsp;demonstrate&nbsp;that no discrimination has occurred,&nbsp;on the basis of&nbsp;a simple&nbsp;indication&nbsp;provided by the person who claims to have been discriminated against (with a consequent potential increase in litigation risk for companies).&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Deadlines and reporting: how to prepare for 2026<\/strong>&nbsp;<\/h2>\n\n\n\n<p><strong>Periodic reporting obligations (companies with more than 100 and 250 employees)<\/strong>&nbsp;<\/p>\n\n\n\n<p>The Directive introduces an obligation for employers with&nbsp;<strong>at least 100 workers<\/strong>&nbsp;to periodically report data on the gender pay gap.&nbsp;&nbsp;<\/p>\n\n\n\n<p>The applicable deadlines depend on the number of employees:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>companies with more than 250 employees: by 7 June 2027<\/strong>&nbsp;and&nbsp;<strong>annually&nbsp;thereafter<\/strong>;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>companies with 150 to 249 employees: by 7 June 2027<\/strong>&nbsp;and&nbsp;<strong>every three years&nbsp;thereafter<\/strong>;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>&nbsp;companies&nbsp;with 100 to 149 employees: by 7 June 2031<\/strong>&nbsp;and&nbsp;<strong>every three years thereafter<\/strong>.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>The minimum content of the reports includes, among other things, the average and median pay gap between men and women, the gap in variable&nbsp;pay&nbsp;components, the distribution of workers across different pay bands, and the gap relating to comparable categories of workers, distinguishing between fixed and variable components.&nbsp;<\/p>\n\n\n\n<p>The Directive allows Member States to extend the reporting obligation to employers with fewer than 100 employees, without prejudice to the possibility of voluntary reporting in the absence of a statutory obligation.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>The 5% pay gap threshold and the \u201cjoint assessment\u201d with trade unions<\/strong>&nbsp;<\/p>\n\n\n\n<p>The \u201cjoint assessment\u201d (joint pay assessment, Article 10) is triggered&nbsp;<strong>only if&nbsp;all<\/strong>&nbsp;of&nbsp;the following conditions are met:&nbsp;<\/p>\n\n\n\n<p>a)&nbsp;the reporting shows an average difference of at least&nbsp;<strong>5%<\/strong>&nbsp;within a&nbsp;category;;&nbsp;<\/p>\n\n\n\n<p>b)&nbsp;the employer&nbsp;<strong>does not justify<\/strong>&nbsp;it&nbsp;on the basis of&nbsp;objective&nbsp;and gender-neutral&nbsp;criteria;&nbsp;<\/p>\n\n\n\n<p>c)&nbsp;the employer&nbsp;<strong>does not remedy<\/strong>&nbsp;it within&nbsp;<strong>6 months<\/strong>&nbsp;from the date of submission of the&nbsp;report..&nbsp;&nbsp;<\/p>\n\n\n\n<p>The assessment must be carried out in&nbsp;<strong>cooperation with workers\u2019 representatives<\/strong>&nbsp;(in this respect, the reference to \u201ctrade unions\u201d is substantially&nbsp;accurate&nbsp;in the Italian context, as in practice such cooperation will typically take place through employee representative bodies).&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>Preventive analysis: how to address pay gaps before the deadline&nbsp;<\/strong>&nbsp;<\/p>\n\n\n\n<p>From an operational perspective,&nbsp;in order to&nbsp;be ready by the transposition deadline and for the first reporting obligations (2027\/2031), companies should carry out, as soon as possible, a preliminary assessment of their internal situation, which should at least:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>reconstruct&nbsp;<strong>the job grading and classification system<\/strong>,&nbsp;identifying&nbsp;comparable groups of workers&nbsp;on the basis of&nbsp;the tasks performed, responsibilities,&nbsp;required&nbsp;skills and level of autonomy, for the purpose of correctly applying the \u201cwork of equal value\u201d&nbsp;criterion;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>map the components of&nbsp;remuneration<\/strong>, including fixed and variable pay, bonuses, incentives, benefits and any other economically relevant&nbsp;element;&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>verify the criteria for&nbsp;<strong>determining&nbsp;and progressing&nbsp;remuneration<\/strong>, by assessing their&nbsp;formalisation, objectivity,&nbsp;transparency&nbsp;and gender neutrality, as well as the absence of unjustified discretionary&nbsp;margins;&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>prepare&nbsp;a&nbsp;<strong>corrective compliance plan<\/strong>&nbsp;(targeted adjustments, realignments, review of criteria and evaluation systems)&nbsp;in order to&nbsp;<strong>prevent exceeding the 5% pay gap threshold<\/strong>, which may trigger the joint pay assessment procedure.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>National framework and&nbsp;certification<\/strong>&nbsp;<\/h2>\n\n\n\n<p><strong>The&nbsp;Equal&nbsp;Opportunities&nbsp;Code (Legislative&nbsp;Decree&nbsp;No. 198\/2006) and&nbsp;current&nbsp;legislation<\/strong>&nbsp;<\/p>\n\n\n\n<p>In Italy, the prohibition of pay discrimination (direct and indirect) and the right to equal pay for the same work or for work of equal value are already governed by Legislative&nbsp;<strong>Decree No. 198\/2006<\/strong>&nbsp;(Article 28).&nbsp;&nbsp;<\/p>\n\n\n\n<p>In addition, current legislation provides for national reporting obligations, including the&nbsp;<strong>biennial report<\/strong>&nbsp;on the situation of&nbsp;male and female employees for companies with&nbsp;<strong>more than 50 employees<\/strong>&nbsp;(Article 46 of Legislative Decree No. 198\/2006, as amended), to be submitted electronically through the Ministry\u2019s online portal and within the applicable deadlines.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>Gender equality&nbsp;certification:&nbsp;contribution&nbsp;and&nbsp;reputational&nbsp;benefits<\/strong>&nbsp;<\/p>\n\n\n\n<p>The national gender equality certification allows private employers to&nbsp;benefit&nbsp;from a&nbsp;<strong>social security contribution<\/strong>&nbsp;<strong>exemption of up to 1%<\/strong>, subject to a maximum&nbsp;<strong>annual<\/strong>&nbsp;cap of&nbsp;<strong>EUR 50,000<\/strong>,&nbsp;in accordance with&nbsp;the implementing rules issued by INPS.&nbsp;<\/p>\n\n\n\n<p>From a reputational perspective, the certification is&nbsp;generally valued&nbsp;within ESG frameworks, in public tender procedures and in relations with stakeholders and investors; moreover, it may&nbsp;facilitate&nbsp;the structuring of internal processes and performance indicators consistent with governance models oriented towards equality.&nbsp;<\/p>\n\n\n\n<p><strong>How to integrate national&nbsp;certification&nbsp;with the new EU Directive<\/strong>&nbsp;<\/p>\n\n\n\n<p>The certification may&nbsp;constitute&nbsp;a useful tool to prepare for European obligations, as it:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>requires the adoption of indicators and&nbsp;organisational&nbsp;safeguards in key HR areas (recruitment, professional development, pay equity, corporate&nbsp;culture&nbsp;and governance);&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>promotes the structured and documented collection of pay data, evaluation criteria and decision-making processes relating to recruitment, classification, pay increases and career progression, making such information verifiable and consistent with the transparency obligations set out in the Directive.&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>In practical terms, integration is achieved by aligning employee classification and grading systems, evaluation mechanisms and pay information bases (including variable components and benefits) with the indicators and information and reporting obligations provided for under EU legislation.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Support by De Luca &amp; Partners: from compliance check to full compliance<\/strong>&nbsp;<\/h2>\n\n\n\n<p><strong>360\u00b0 workforce audit: contractual and pay analysis<\/strong>&nbsp;<\/p>\n\n\n\n<p>De Luca &amp; Partners supports companies through a legal workforce audit aimed at verifying the consistency of contracts, job&nbsp;classifications&nbsp;and&nbsp;remuneration&nbsp;schemes with the principle of equal pay. The analysis makes it possible to&nbsp;identify&nbsp;any unjustified pay gaps, assess the legal sustainability of existing differences, and build a solid documentary basis to support corporate decisions, in view of the transparency, reporting and litigation management obligations introduced by EU Directive 2023\/970.&nbsp;<\/p>\n\n\n\n<p><strong>Implementation&nbsp;plan: policy review, training and industrial relations<\/strong>&nbsp;<\/p>\n\n\n\n<p>De Luca &amp; Partners&nbsp;assists&nbsp;companies in designing and implementing a structured compliance plan aimed at aligning internal policies and procedures with the new pay transparency obligations. The support includes the review of policies and&nbsp;remuneration&nbsp;determination and progression systems, the establishment of processes for handling employees\u2019 information requests, and&nbsp;assistance&nbsp;with training activities for HR and management.&nbsp;Particular attention&nbsp;is also devoted to managing trade union relations, especially in view of the possible activation of joint pay assessments&nbsp;provided for&nbsp;under the Directive.&nbsp;<\/p>\n\n\n\n<p><strong>Alignment with GDPR and Legislative Decree 231 models: managing new risks<\/strong>&nbsp;<\/p>\n\n\n\n<p>De Luca &amp; Partners&nbsp;assists&nbsp;companies in coordinating pay transparency obligations with personal data protection regulations and with&nbsp;organisational, management and control models&nbsp;pursuant to&nbsp;Legislative Decree No. 231\/2001. The activity is aimed at ensuring that information flows and the processing of pay data&nbsp;comply with&nbsp;the GDPR and that new risk profiles linked to discrimination and&nbsp;litigation are adequately addressed within internal control systems, thereby strengthening corporate governance and prevention capabilities.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Frequently&nbsp;Asked&nbsp;Questions&nbsp;(FAQ)<\/strong>&nbsp;<\/h2>\n\n\n\n<p><strong>By&nbsp;when&nbsp;is&nbsp;compliance with the&nbsp;pay&nbsp;transparency&nbsp;directive&nbsp;mandatory?<\/strong>&nbsp;<\/p>\n\n\n\n<p>Member States must transpose the&nbsp;<strong>Directive by 7 June 2026<\/strong>. From that date, the national&nbsp;implementing&nbsp;rules will apply, and employers will&nbsp;be required&nbsp;to&nbsp;comply with&nbsp;them.&nbsp;<\/p>\n\n\n\n<p><strong>Can employees know how much their colleagues earn?<\/strong>&nbsp;<\/p>\n\n\n\n<p>Employees may obtain information on&nbsp;<strong>average pay levels&nbsp;<\/strong>(disaggregated by sex) for comparable categories of workers (same work or work of equal value), as well as on their own individual&nbsp;remuneration, by&nbsp;submitting&nbsp;a written request. However, this does not amount to a general right of access to the named individual salaries of colleagues.&nbsp;<\/p>\n\n\n\n<p><strong>What risks does a company face if it&nbsp;fails to&nbsp;comply with&nbsp;equal pay rules?<\/strong>&nbsp;<\/p>\n\n\n\n<p>The Directive requires Member States to&nbsp;provide for&nbsp;effective remedies and dissuasive sanctions. As the Directive has not yet been formally transposed in Italy, the applicable sanctions have not yet been regulated.&nbsp;<\/p>\n\n\n\n<p><strong>Does the Directive also apply to small businesses?<\/strong>&nbsp;<\/p>\n\n\n\n<p><strong>Yes<\/strong>. The Directive applies to both public and private employers, including SMEs, although with differentiated&nbsp;<strong>obligations depending on company size<\/strong>:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>the&nbsp;<strong>obligation to carry out periodic<\/strong>&nbsp;reporting is provided for by the Directive, as a minimum standard, for employers with at&nbsp;<strong>least 100 employees<\/strong>, without prejudice&nbsp;to&nbsp;the power of Member States to extend it to smaller&nbsp;companies;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>as&nbsp;regards pay progression criteria, Member States may exempt employers with&nbsp;<strong>fewer than 50 employees<\/strong>&nbsp;from the specific obligation relating to progression, without prejudice to the obligation to&nbsp;determine&nbsp;initial&nbsp;remuneration&nbsp;on the basis of&nbsp;objective&nbsp;criteria;&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>The rights of candidates during the recruitment process (information on pay and the prohibition on requesting pay history), as well as employees\u2019 information rights, are conceived as general rights and are not limited only to employers subject to reporting obligations.\u00a0<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Case law and insights<\/strong><\/h2>\n\n\n\n<a href=\"https:\/\/www.delucapartners.it\/en\/insights\/artificial-intelligence-in-the-workplace\/\" target=\"_blank\" rel=\"noopener noreferrer\">Artificial Intelligence in the workplace: Guidelines for HR and managers on the use of AI Systems in employment contexts (Econopoly of Il Sole 24 Ore, 27 August 2025 \u2013 Martina De Angeli, Alesia Hima)<\/a>\n<br><br>\n<a href=\"https:\/\/www.delucapartners.it\/en\/insights\/publications-en\/artificial-intelligence\/\" target=\"_blank\" rel=\"noopener noreferrer\">Artificial Intelligence in the Workplace: Opportunities and Risks to Know<\/a>\n<br><br>\n<a href=\"https:\/\/www.delucapartners.it\/en\/news\/pubblicazioni-2\/how-to-manage-ai-in-business-a-guide-for-companies-management\/\" target=\"_blank\" rel=\"noopener noreferrer\">How to manage AI in business: a guide for companies\u2019 management (Agenda Digitale \u2013 4 April 2025, Martina De Angeli)<\/a>\n<br><br>\n<a href=\"https:\/\/www.delucapartners.it\/en\/insights\/pubblicazioni\/artificial-intelligence-and-human-resources-what-challenges-should-an-hr-manager-prepare-for\/\" target=\"_blank\" rel=\"noopener noreferrer\">Artificial Intelligence and Human Resources: what challenges should an HR Manager prepare for? (AIDP, 27 March 2024 \u2013 Stefania Raviele, Martina De Angeli) <\/a>\n<br><br>\n<a href=\"https:\/\/www.delucapartners.it\/en\/insights\/employers-are-required-to-inform-workers-about-the-use-of-artificial-intelligence\/\" target=\"_blank\" rel=\"noopener noreferrer\">Did you know that since Friday, October 10, employers are required to inform workers about the use of artificial intelligence in employment relationships? <\/a>\n","protected":false},"featured_media":29046,"menu_order":0,"template":"","meta":{"_acf_changed":false,"footnotes":""},"categories":[177,196,158,208],"tags":[2200,2218],"class_list":["post-29045","pillar","type-pillar","status-publish","has-post-thumbnail","hentry","category-insights","category-news","category-publications-2","category-publications","tag-direttiva-ue-en","tag-trasparenza-salariale-en"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>EU Directive 2023\/970 and Pay Transparency - De Luca &amp; 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