{"id":19973,"date":"2026-08-21T07:11:02","date_gmt":"2026-08-21T05:11:02","guid":{"rendered":"https:\/\/cognitis.cloud\/uncategorized\/europe-hr-compliance-pulse-21-august-2026\/"},"modified":"2026-08-21T07:11:10","modified_gmt":"2026-08-21T05:11:10","slug":"europe-hr-compliance-pulse-21-august-2026","status":"publish","type":"post","link":"https:\/\/cognitis.cloud\/de\/pulse\/europe-hr-compliance-pulse-21-august-2026\/","title":{"rendered":"Europe HR Compliance Pulse: 21. August 2026"},"content":{"rendered":"

Ein t\u00e4glicher Briefing \u00fcber Entwicklungen in den Bereichen Personalwesen, Arbeitsrecht und Compliance in Europa f\u00fcr KMU-HR-Teams in der gesamten EU, im Vereinigten K\u00f6nigreich, in der Schweiz und in den nordischen L\u00e4ndern.<\/em><\/p>\n

Top story: pay transparency transposition picks up pace as Commission signals enforcement<\/h2>\n

The EU Pay Transparency Directive’s 7 June 2026 transposition deadline has passed, and most member states missed it. Only five of the 27 have now fully transposed: Slovakia, Italy, Lithuania and Malta met the deadline, with Greece becoming the fifth when Law no. 5316 was published in the Government Gazette on 6 July 2026. Estonia partially transposed on 13 July, and a wave of draft legislation has followed. Spain opened a public consultation on a draft Royal Decree on 3 August, Portugal published a draft bill on 5 August, the Czech Republic updated its draft on 16 July and Finland published a revised proposal on 9 July.<\/p>\n

Several major economies remain well behind. Germany is still at the earliest stage, with only a Bundestag press notice on 16 July and no published draft. France’s transposition bill was submitted to the Council of State in June but did not reach the Council of Ministers in July as expected; a parliamentary vote is now anticipated early in 2027. Ireland’s Pay Transparency Bill was not given priority status in the government’s summer legislative programme.<\/p>\n

The European Commission, through Equality Commissioner Hadja Lahbib, has confirmed the deadline will not be extended and signalled that infringement proceedings under Article 258 TFEU may follow for late-transposing states. Letters of formal notice are expected in the second half of 2026.<\/p>\n

Was zu tun ist:<\/strong> Even if your country has not yet transposed, the direction of travel is clear. SME HR teams in the EU should begin preparing now: review pay structures and job classifications, assess gender pay gaps by role category and document the criteria used to set pay. Employers with 250 or more employees face reporting obligations from 7 June 2027 in early-transposing states. Public-sector employers in late-transposing states should be aware that certain Directive provisions may already have vertical direct effect.<\/p>\n

Auch die Entwicklung<\/h2>\n

Spanien<\/strong> The draft Royal Decree published on 3 August goes significantly beyond the Directive’s minimum requirements in several areas. Spain proposes lowering the pay gap reporting threshold to 50 employees, compared with 100 in the Directive. It would also require a joint pay assessment for all employers with 50 or more employees, regardless of whether reporting reveals a gap: effectively making pay audits mandatory rather than triggered by a 5% threshold. Penalties under Spain’s existing sanctions framework range from roughly \u20ac70 to \u20ac225,018 for the most serious violations. The public consultation closes on 24 August 2026. Notably, the draft does not yet transpose the Directive’s requirements on pre-employment salary range disclosure or the salary history ban. Was zu tun ist:<\/strong> Spanish employers with 50 or more employees should begin preparing for expanded pay audit obligations. Even employers below the Directive’s 100-employee threshold will need to comply under Spain’s proposed rules. Respond to the consultation before 24 August if you wish to influence the final text.<\/p>\n

Schweiz<\/strong> The Federal Supreme Court ruled on 12 May 2026 that the cities of Zurich and Winterthur may introduce their own municipal minimum wages, overturning an earlier Administrative Court decision and ending a three-year legal dispute. The court held that a moderate minimum wage aimed at combating poverty is a permissible social policy measure within municipal constitutional autonomy and does not violate economic freedom. Zurich’s rate is set at CHF 23.90 per hour (approved by 69% of voters) and Winterthur’s at CHF 23.00 per hour (65% approval). These join the five cantons that already operate cantonal minimum wages (Geneva at CHF 24.59, Neuch\u00e2tel, Jura, Ticino and Basel-Stadt), further expanding Switzerland’s patchwork of local pay floors. Was zu tun ist:<\/strong> Employers in Zurich and Winterthur should review pay structures against the new rates. Businesses operating across multiple Swiss cantons and municipalities should audit compliance with each applicable local minimum wage, as rates vary from CHF 20.00 to CHF 24.59 per hour.<\/p>\n

Vereinigtes K\u00f6nigreich<\/strong> Two previously covered milestones arrive this weekend. From 25 August 2026, trade union members will be able to vote electronically or in person in statutory ballots (including industrial action, elections and other ballots) where the employer and union agree, replacing the current postal-only requirement. The same day marks the closing date for the government’s consultation on guaranteed-hours contracts for zero-hours and low-hours workers. The preferred model would require employers to offer guaranteed-hours contracts based on hours worked over a 12-week reference period, with implementation expected in 2027. Was zu tun ist:<\/strong> UK employers should ensure they have submitted consultation responses on zero-hours contracts by 25 August. Those with unionised workforces should prepare for the possibility of electronic balloting being requested and review their internal procedures accordingly.<\/p>\n

Auf dem Radar<\/h2>\n

Konsultation zum niederl\u00e4ndischen Gesetz \u00fcber Plattformarbeit (bisher behandelt):<\/strong> Online consultation on the act transposing the EU Platform Work Directive closes 24 August 2026.<\/p>\n

Spanische flexible Altersrente (bereits behandelt):<\/strong> K\u00f6nigliches Dekret 416\/2026 tritt am 28. August 2026 in Kraft.<\/p>\n

Opt-out f\u00fcr Ireland My Future Fund (zuvor abgedeckt):<\/strong> Die Frist endet Ende August 2026.<\/p>\n

Netherlands staff supply accreditation (previously covered):<\/strong> Registration via the NAU opens 1 November 2026.<\/p>\n

EU-Plattformarbeiterrichtlinie (bereits behandelt):<\/strong> Die Mitgliedstaaten m\u00fcssen bis zum 2. Dezember 2026 umsetzen.<\/p>\n

Quellen<\/h2>\n