Transparency Directive | Do you know how much your colleague earns?

From 2026 onwards, the Transparent Remuneration Directive will have a significant impact and will make this information much less behind the scenes.

We spent half a day with NOOR on the topic of remuneration transparency and shared our practical insights with company representatives on the Directive that will come into force in the summer.

Here are some of the myths about the Directive that Inga Pališkienė has debunked:

🚫 “Everyone will know who earns how much”.
✅ Indeed, averages by job group and gender will be available.

🚫 “The basic salary is the most important thing, and we’ll solve the rest through bonuses.”
✅According to the Labour Code, “remuneration for work” includes all payments for work, including benefits in kind.

🚫”The Directive will only affect large companies.”
✅ The reporting obligation applies first to companies with 150 or more employees, but the transparency requirement applies to everyone.

🚫”It’s not that easy to prove discrimination in court.”
✅ In reality, the burden of proof – and the cost of litigation – lies with the employer.

There is still time to prepare before the summer – but there is no time to waste.

Because there is a lot to do, another “paper in the drawer” will not be enough: you need to assess the situation in your company, create clear job systems, justify the differences in remuneration with criteria (which Artūras Tukleris presented very well), and prepare the internal communication.

Finally, prepare HR and company managers themselves for how we will talk about the logic of reward.

We would like to thank our panellists Vaidilutė Žukauskienė, Rūta Baleišienė and Edita Jakucionyte-Lukse, who, together with Laura Duksaite, shared how they are already preparing for this Directive in their companies.

“The Directive does not only change the legal framework. Fundamentally, we need to rethink what reward transparency will bring to our companies”, said Marius Rindinas.