A daily briefing on European HR, labour law and compliance developments for SME HR teams across the EU, UK, Switzerland and the Nordics.
Top story: UK launches landmark pay transparency consultation for job adverts
The UK Cabinet Office opened a formal consultation on 14 July proposing a statutory requirement for employers in England, Wales and Scotland to publish pay and conditions information in job adverts. Where no advert exists, employers would need to provide the information in writing before the interview. The consultation closes on 27 October 2026.
The government is also consulting on a new Equal Pay Regulatory and Enforcement Unit (EPREU), with powers to investigate employers, require evidence and promote compliance with equal pay laws. It has reaffirmed its commitment to mandatory ethnicity and disability pay gap reporting alongside the pay transparency measures.
The proposals are narrower than the EU Pay Transparency Directive: they don’t ban employers from asking candidates about pay history, and they don’t create a right for existing employees to request comparative pay data. Key details, including how wide a salary range would be permitted and what “pay information and conditions” must cover beyond base salary, are left to future regulations. CIPD research found that only 41% of UK employers currently share salary ranges in external job adverts.
What to do: UK employers should begin reviewing job advert templates, pay-range methodology and recruitment agency arrangements now, even though legislation may not arrive until 2027 or later. Responding to the consultation before 27 October is the best way to shape the final rules. Employers with EU operations already preparing for the Pay Transparency Directive will find significant overlap in the groundwork.
Also developing
Belgium: The one-week notice period for the first six months of employment takes effect tomorrow, 1 August, for indefinite-term contracts whose performance begins on or after that date. Under the Law of 3 June 2026, either party may terminate the contract by giving one week’s notice or paying an indemnity equal to one week’s remuneration. Twelve years after Belgium abolished the contractual trial clause, the legislator has effectively recreated its practical effect through a simple statutory rule. Existing contracts are unaffected, and all anti-discrimination and special dismissal protections continue to apply. What to do: Update Belgian employment contract templates and brief hiring managers before the new regime applies from tomorrow. The shorter notice period doesn’t remove the requirement to follow proper dismissal procedures.
Denmark: From 1 July, workplace accident reporting rules were eased under the Workers’ Compensation Act. An accident now needs to be reported to the authorities only where the injured employee is absent for at least three days beyond the day of the incident, up from the previous one-day threshold. Reports must be submitted within 14 days from the first day of absence. The change reduces the administrative burden on employers, but all incidents involving an injured employee must still be recorded internally, even if they fall below the new reporting threshold. What to do: Update internal incident-tracking procedures to reflect the new three-day trigger. Don’t treat the higher threshold as a reason to reduce internal recording: the duty to maintain safe working conditions and carry workers’ compensation insurance is unchanged.
Norway: The automotive industry became the tenth sector in Norway to be covered by a generally applicable collective agreement (allmenngjøring) from 15 June. The regulation sets minimum wages for all employees in the sector, regardless of whether the employer is party to the underlying collective agreement. Other conditions, including weekend premiums, working hours and workwear provisions, may also be subject to general application. The measure is designed to prevent social dumping and ensure compliant employers aren’t undercut by competitors that fail to meet basic labour standards. What to do: If you employ staff in Norway’s automotive sector, verify that all pay rates meet the new minimum. Employers using subcontractors or temporary workers in the sector should confirm compliance down the chain.
On the radar
EU, 2 August (previously covered): The AI Act’s Article 50 transparency obligations and Article 4 AI literacy duty take effect on Saturday. Employers using AI in recruitment, screening or performance management must have interaction disclosures in place. The full high-risk compliance regime has been postponed to December 2027 by the Digital Omnibus.
UK, zero-hours contracts consultation (previously covered): Closes 25 August 2026.
EU Platform Workers Directive (previously covered): Member states must transpose by 2 December 2026.
Sources
- Lewis Silkin: UK pay transparency in recruitment, pay ranges in job adverts are under consultation (16 July 2026)
- Linklaters: Government launches landmark consultation on comprehensive equal pay and pay transparency reform (July 2026)
- GOV.UK: Equal pay and pay discrimination consultation document
- Employment Hero: UK pay transparency law, what the consultation proposes
- Liedekerke: Belgium introduces a statutory one-week notice period during the first six months of employment
- Access Financial: Belgium’s new one-week notice period (2026)
- Leap29: Workplace accident reporting in Denmark, changes effective 1 July 2026
- DLA Piper: Nordic employment law bulletin, July 2026
- Arbeidstilsynet: Minimum wage in Norway
Europe HR Compliance Pulse is an informational summary of publicly reported legal and regulatory developments. It is not legal advice. Always confirm obligations for your specific situation and market with a qualified adviser.
