Pay Transparency Directive Compliance in Sweden
The Pay Transparency Directive requires employers to disclose salary ranges in job postings, report on gender pay gaps, and enable employees to compare pay. Targets the gender pay gap across the EU.
How does Pay Transparency apply in Sweden?
Pay Transparency applies in Sweden under EU law with the same obligations as across the bloc — maximum fine Per member state (compensation + penalties). The national supervisory authority is the IMY (Integritetsskyddsmyndigheten), which handles enforcement, complaints, and notifications. Deadline: June 7, 2026 (transposition deadline).
- Supervisory authority: IMY (Integritetsskyddsmyndigheten)
- Maximum fine: Per member state (compensation + penalties)
- Key deadline: June 7, 2026 (transposition deadline)
| Supervisory authority | IMY (Integritetsskyddsmyndigheten) |
| Maximum fine | Per member state (compensation + penalties) |
| Key deadline | June 7, 2026 (transposition deadline) |
| Sectors affected | All employers with 100+ employees initially, Financial Services |
June 7, 2026 (transposition deadline)
Per member state (compensation + penalties)
All employers with 100+ employees initially, Financial Services, Technology
Key Pay Transparency Obligations for Sweden Businesses
- Publish salary ranges in job adverts
- Report gender pay gap data annually (250+ employees)
- Provide pay information to existing employees on request
- Ban salary history questions
- Conduct joint pay assessment if gap >5%
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For informational purposes only. This is not legal advice — consult qualified legal counsel.