Country guide
Pay transparency in Sweden
What the EU Pay Transparency Directive means for employers in Sweden, based on its national transposition — status, thresholds, the joint-assessment trigger, and where to file.
Sweden withdrew its transposition proposition on 26 March 2026 and is seeking EU-level renegotiation, citing overlap with existing lönekartläggning duties under the Diskrimineringslag (2008:567). Preparation did not stop with it: on 8 June 2026 the government gave the Equality Ombudsman a continuing preparation mandate, reporting by 1 November 2027. No bill is before the Riksdag as of September 2026 (deadline missed).
Sweden has not yet transposed the directive, and the 7 June 2026 deadline has passed. The directive's own thresholds are the best guide until national law is enacted; any pre-existing national pay-reporting regime continues to apply in the meantime.
Reporting duties apply by employer size: 0 or more employees, from 2017; 10 to 24 employees, from 2017; 25 or more employees, from 2017. The directive's 5% trigger for a joint pay assessment applies until national law sets its own.
We have not yet confirmed from the national text whether the pay-gap figures must be published. Either way, the underlying work is the same: establish work of equal value through gender-neutral job evaluation, produce the statutory pay-gap report in the national format, and run a joint assessment where the gap is too wide.
Obligations at a glance
| Reporting threshold |
|
|---|---|
| Joint pay assessment | — |
| Public publication | Not yet confirmed |
| Competent authority | Diskrimineringsombudsmannen (DO) |
Frequently asked
Is the EU Pay Transparency Directive in force in Sweden?
Sweden has not yet transposed the directive, and the 7 June 2026 deadline has passed. The directive's own thresholds are the best guide until national law is enacted; any pre-existing national pay-reporting regime continues to apply in the meantime.
Which employers have to report in Sweden?
Reporting duties apply by employer size: 0 or more employees, from 2017; 10 to 24 employees, from 2017; 25 or more employees, from 2017.
What triggers a joint pay assessment in Sweden?
The directive's 5% trigger for a joint pay assessment applies until national law sets its own.
This guide summarises publicly available information for orientation only. It is not legal advice — confirm every figure against Sweden's own transposition text before relying on it.