Legislation Status: Sweden’s 2026 Implementation Track Sweden’s implementation of the EU Pay Transparency Directive (EPTD) has progressed slowly. After the directive was adopted in December 2023, the government appointed an inquiry to assess how it should be transposed into Swedish law. The inquiry’s proposals were published in SOU 2024:40, and after the Council on Legislation referral (lagrådsremiss) in January 2026, the government is expected to present its bill to Parliament on 17 March 2026. As directives’ implementation can differ within the legislation of EU member states, the clock is now ticking for the Swedish interpretation. The Equality Ombudsman (DO) is the agency in charge in Sweden. So, to be continued. From July 2026: Changes in Practice for Employers From 1 July 2026, Sweden is set to introduce new pay transparency rules as part of implementing the EPTD. The changes will hit recruitment, pay-setting
As payrollers know, getting the requirements in advance is a condition of compliance; if they come afterwards, it means additional work.
processes, documentation, and follow-up routines. Not just “policy on paper”. However, there’s a twist in the fact that the reporting should be based on the payroll data for 2026. As payrollers know, getting the requirements in advance is a condition of compliance; if they come afterwards, it means additional work. Six Practical Shifts Employers Should Prepare For 1. Salary range becomes a recruitment requirement: You will need to provide applicants with the initial pay level or pay range (and relevant information about pay-setting) early in the process, before salary negotiations
lock-in expectations. (Regeringskansliet)
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ISSUE 21 GLOBAL PAYROLL MAGAZINE
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