Pay Transparency Request Generator (Germany & EU)

Last updated: 2026-01-18

What is the Pay Transparency Act?

The German Pay Transparency Act (Entgelttransparenzgesetz - EntgTranspG), which came into force on July 6, 2017, aims to promote equal pay between women and men. The law gives employees in companies with more than 200 employees the right to request information about the salary of their colleagues who perform equal or equivalent work.

Additionally, the EU Directive 2023/970 strengthens pay transparency rights across all EU member states, requiring employers to provide salary information and eliminate gender pay gaps.

Need to request salary information from your employer? Use our free generator tool below to create a professional, legally compliant letter in just minutes. The tool supports both German law and the EU Directive, in German or English.

Information Request Generator

Use our free generator below to create a professional, legally compliant information request letter. Simply fill in your details, choose the legal basis (German Act or EU Directive), select your preferred language for the letter, and click "Generate Letter" to create a ready-to-print document.

The generator will:

• Create a formal letter in German or English
• Include all necessary legal references
• Allow you to customize what information you request
• Generate a print-ready document you can sign and submit

EU Pay Transparency Directive (2023/970)

In May 2023, the European Union adopted Directive (EU) 2023/970, a landmark piece of legislation aimed at strengthening the principle of equal pay for equal work or work of equal value between women and men.

Why the Directive Matters

Despite existing EU law, gender pay gaps persist across Member States. One of the main reasons is the lack of transparency around how pay is set and how pay differences arise.

The directive aims to:

• Prevent pay discrimination before it happens
• Empower workers and job applicants with information
• Strengthen enforcement and access to compensation

Scope of the Directive

The directive applies to:

• All employers, public and private
• All workers with an employment contract or employment relationship
• Job applicants, even before an employment relationship begins

Member States must transpose the directive into national law by 7 June 2026.

Key Rights for Employees

Salary Transparency Before Hiring:

• Employers must provide the salary range before or during the interview process
• Ban on Salary History Questions: Employers cannot ask candidates about their previous pay

Information Rights for Employees:

• Your individual pay level
• Average pay levels broken down by gender
• Criteria for determining pay, pay progression, and promotions

Employer Obligations:

• Larger employers must report gender pay gaps
• If a pay gap exceeds 5% without objective justification, a joint pay assessment is required

Enforcement

• Burden of proof shifts to the employer in pay discrimination cases
• Workers are entitled to full compensation, including back pay
• Strong anti-retaliation protections

Who can submit an information request?

All employees working in a company with more than 200 employees can submit an information request under § 10 EntgTranspG. The right to information also applies to part-time and temporary employees.

What information must I provide in my request?

Your information request should include the following details:

1. Your job title or position in the company
2. The type of information desired: Median gross basic salary, variable compensation components, criteria for salary determination
3. Optional: Gender-specific breakdown (recommended)

The employer must respond within two months.

Important Notes

Deadlines and Response Obligation

According to § 12 EntgTranspG, the employer has two months to respond to your information request. The information must be provided in writing or in text form (e.g., by email).

Minimum Size of Comparison Group

Information must only be provided if the comparison group comprises at least six people of the other gender. This serves to protect personal data.

Prohibition of Discrimination

According to § 15 EntgTranspG, employees may not be disadvantaged because of exercising their right to information.

What to Do If Information is Refused?

If the employer refuses to provide information or provides incomplete information, you can:

1. Apply for mediation proceedings at the competent authority
2. Seek legal counsel from a specialist lawyer for employment law
3. File a complaint with the competent supervisory authority

Further Information

• Federal Ministry for Family Affairs, Senior Citizens, Women and Youth - EntgTranspG
• Directive (EU) 2023/970 (EUR-Lex)
• Legal Text: Pay Transparency Act
• Gross-Net Salary Calculator - Calculate your net salary

Frequently Asked Questions (FAQ)

Q: Does the right to information also apply in smaller companies?
A: No, the individual right to information under § 10 EntgTranspG only applies in companies with more than 200 employees.

Q: Can I request information multiple times?
A: Yes, but according to § 14 EntgTranspG, a renewed information request may only be made after two years have elapsed, unless you change positions or the comparison group changes significantly.

Q: Do I have to sue my employer in court?
A: No, court proceedings are not required. The employer is legally obligated to respond to a proper information request.

Q: Will I learn the salaries of individual colleagues?
A: No, you only receive statistical values (median) of the comparison group, not individual salaries.