{"id":31825,"date":"2026-06-25T12:36:17","date_gmt":"2026-06-25T10:36:17","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/parita-salariale-e-trasparenza-retributiva-cosa-cambiera-in-italia\/"},"modified":"2026-07-29T16:47:45","modified_gmt":"2026-07-29T14:47:45","slug":"pay-equity-and-pay-transparency-what-will-change-in-italy","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/en\/news\/pay-equity-and-pay-transparency-what-will-change-in-italy\/","title":{"rendered":"Pay Equity and Pay Transparency: What Will Change in Italy (People are People, 25 June 2026 \u2013 Claudia Cerbone e Martina De Angeli)"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">With Legislative Decree No. 96 of 7 May 2026, which entered into force on 7 June 2026, Italy transposed Directive (EU) 2023\/970 on <a href=\"https:\/\/www.delucapartners.it\/en\/insights\/green-light-for-the-decree-on-pay-equality-and-wage-transparency\/\">pay transparency,<\/a> becoming one of the first Member States to complete the implementation of the new European rules on equal pay between women and men.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The measure represents one of the most significant developments in labour law in recent years, not because it introduces the principle of equal pay\u2014which has long been established under both EU and Italian law\u2014but because it seeks to make that principle genuinely measurable, verifiable, and enforceable through the introduction of pay transparency mechanisms.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2026\/06\/shutterstock_2178995985-1024x683.jpg\" alt=\"\" class=\"wp-image-32405\" srcset=\"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2026\/06\/shutterstock_2178995985-1024x683.jpg 1024w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2026\/06\/shutterstock_2178995985-300x200.jpg 300w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2026\/06\/shutterstock_2178995985-768x512.jpg 768w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2026\/06\/shutterstock_2178995985-1536x1024.jpg 1536w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2026\/06\/shutterstock_2178995985.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">For many years, however, the prohibition of pay discrimination has been hindered by a structural limitation: the lack of information. Without access to the criteria used to determine salaries or to the pay levels applied within an organisation, identifying potential disparities is often difficult\u2014and proving them even more so.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The European Directive was specifically designed to address this information asymmetry by introducing a comprehensive framework of transparency obligations intended to affect the entire employment lifecycle, from recruitment and hiring through to career progression and pay management policies.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Read the full version of the article published on&nbsp;<a href=\"https:\/\/www.peoplearepeople.it\/\">People are People<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>With Legislative Decree No. 96 of 7 May 2026, which entered into force on 7 June 2026, Italy transposed Directive (EU) 2023\/970 on pay transparency, becoming one of the first Member States to complete the implementation of the new European rules on equal pay between women and men. The measure represents one of the most [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":29598,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[177,196,158,208],"tags":[2217,2197,2285,2218],"class_list":["post-31825","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights","category-news","category-publications-2","category-publications","tag-parita-retributiva-en","tag-pay-equality","tag-pay-trasparency","tag-trasparenza-salariale-en"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Pay Equity and Pay Transparency: What Will Change in Italy - De Luca &amp; Partners<\/title>\n<meta name=\"description\" content=\"With Legislative Decree No. 96 of 7 May 2026, which entered into force on 7 June 2026, Italy transposed Directive (EU) 2023\/970 on pay transparency, becoming one of the first Member States to complete the implementation of the new European rules on equal pay between women and men.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.delucapartners.it\/en\/wp-json\/wp\/v2\/posts\/31825\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Pay Equity and Pay Transparency: What Will Change in Italy - De Luca &amp; 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