[et_pb_section fb_built=”1″ _builder_version=”4.27.6″ _module_preset=”3bd0c8b5-5eee-4a10-8752-3d3fd0ca5f34″ background_image=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2026\/03\/Compass_HRG_DEI_012.webp” background_position=”center” global_colors_info=”{}”][et_pb_row _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.5″ _module_preset=”412f3840-30ae-47e3-b197-7251e39a6048″ max_width=”50%” max_width_tablet=”100%” max_width_phone=”100%” max_width_last_edited=”on|desktop” global_colors_info=”{}”]<\/p>\n
EU\u2019s l\u00f8ntransparensdirektiv \u00e6ndrer kravene til, hvordan virksomheder kommunikerer og fasts\u00e6tter l\u00f8n allerede i rekrutteringsfasen. Jobopslag skal indeholde l\u00f8noplysninger, og l\u00f8nfasts\u00e6ttelse skal baseres p\u00e5 objektive og dokumenterbare kriterier.<\/p>\n
Det styrker mere fair og inkluderende rekrutteringsprocesser \u2013 og stiller nye krav til struktur, transparens og datagrundlag. For virksomheder bliver rekruttering dermed en central del af arbejdet med b\u00e5de compliance og diversitet.<\/p>\n
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Direktivet kr\u00e6ver, at kandidater informeres om l\u00f8nniveauet for en stilling, inden ans\u00e6ttelsesprocessen afsluttes \u2013 og i praksis allerede i jobopslaget eller tidligt i dialogen. Det betyder, at virksomheder skal kunne definere realistiske og dokumenterbare l\u00f8nintervaller baseret p\u00e5 rolle, ansvar og marked.<\/p>\n
Samtidig bliver det forbudt at sp\u00f8rge kandidater om deres tidligere l\u00f8n. L\u00f8nfasts\u00e6ttelse skal i stedet tage udgangspunkt i stillingens v\u00e6rdi og kandidatens kompetencer \u2013 ikke historiske l\u00f8nniveauer. Det stiller st\u00f8rre krav til forberedelse og til en tydelig l\u00f8nstruktur.<\/p>\n
For mange organisationer bliver rekrutteringsprocessen derfor det f\u00f8rste sted, hvor l\u00f8ntransparens oms\u00e6ttes til praksis.<\/p>\n
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Direktivet stiller krav om, at kriterier for l\u00f8n og l\u00f8nudvikling skal v\u00e6re objektive, k\u00f8nsneutrale og dokumenterbare. Det g\u00e6lder b\u00e5de under rekruttering og efter ans\u00e6ttelse. Medarbejdere f\u00e5r ret til indsigt i l\u00f8nniveauer for sammenlignelige roller, og virksomheder med over 100 ansatte skal udarbejde l\u00f8nrapporter.<\/p>\n
Det betyder, at beslutninger om l\u00f8n og ans\u00e6ttelse i h\u00f8jere grad skal kunne forklares og dokumenteres. En ustruktureret proces, hvor vurderinger baseres p\u00e5 individuelle sk\u00f8n, \u00f8ger risikoen for inkonsistens og potentielle compliance-udfordringer.<\/p>\n
En klar kravprofil, systematisk kandidatvurdering og dokumenteret beslutningsproces g\u00f8r det lettere at sikre transparens og konsistens.<\/p>\n
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L\u00f8ntransparensdirektivet tr\u00e6der i kraft i juni 2026 og vil p\u00e5virke, hvordan virksomheder arbejder med rekruttering, employer branding og HR-processer. Organisationer, der allerede har en struktureret tilgang til search, vurdering og l\u00f8nfasts\u00e6ttelse, vil v\u00e6re bedre rustet til at leve op til kravene.<\/p>\n
Samtidig kan \u00f8get transparens styrke virksomhedens attraktivitet over for kandidater. Klare l\u00f8nrammer og en professionel proces signalerer kvalitet, fairness og langsigtet ledelse \u2013 faktorer, som i stigende grad p\u00e5virker kandidaters valg af arbejdsgiver.<\/p>\n
En gennemt\u00e6nkt rekrutteringsproces er derfor ikke kun et sp\u00f8rgsm\u00e5l om compliance, men ogs\u00e5 om at tiltr\u00e6kke og fastholde de rette kompetencer.<\/p>\n
[\/et_pb_text][dsm_button button_one_text=”Dr\u00f8ft jeres rekrutteringsbehov” button_one_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjI3Nzg2OSJ9fQ==@” button_two_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjM3MTQ0In19@” _builder_version=”4.27.5″ _dynamic_attributes=”button_one_url,button_two_url” _module_preset=”default” locked=”off” global_colors_info=”{}”][\/dsm_button][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.24.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/www.compasshrg.com\/wp-content\/uploads\/2026\/03\/Compass_HRG_DEI_014.webp” title_text=”Compass_HRG_DEI_014″ _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.5″ _module_preset=”default” background_color=”#E8F7FC” background_enable_color=”on” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”1_2″ module_class=”sticky” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.5″ _module_preset=”58e03bbe-09f9-4131-90f8-1da173bab908″ locked=”off” global_colors_info=”{}”]<\/p>\n
[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_accordion open_toggle_text_color=”#1EAEE2″ open_toggle_background_color=”RGBA(255,255,255,0)” closed_toggle_background_color=”RGBA(255,255,255,0)” toggle_icon=”P||divi||400″ icon_color=”#1EAEE2″ use_icon_font_size=”on” icon_font_size=”20px” module_class=”closed-by-default” _builder_version=”4.27.6″ _module_preset=”default” toggle_text_color=”#000000″ toggle_level=”h3″ toggle_font=”|700|||||||” toggle_font_size=”20px” body_font_size=”16px” body_line_height=”1.8em” border_width_all=”0px” border_width_bottom=”2px” border_color_bottom=”rgba(97,198,235,0.5)” global_colors_info=”{}” toggle_text_color__hover=”#1EAEE2″ toggle_text_color__hover_enabled=”on|desktop”][et_pb_accordion_item title=”Hvorn\u00e5r tr\u00e6der l\u00f8ntransparensdirektivet i kraft?” open=”on” _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n
Direktivet skal implementeres i medlemslandene senest den 7. juni 2026. Virksomheder b\u00f8r forberede deres rekrutterings- og l\u00f8nprocesser i god tid for at sikre compliance.<\/p>\n
[\/et_pb_accordion_item][et_pb_accordion_item title=”Skal l\u00f8n fremg\u00e5 af jobopslag?” _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}” open=”off”]<\/p>\n
Arbejdsgivere skal oplyse startl\u00f8n eller l\u00f8ninterval inden ans\u00e6ttelse. Mange virksomheder v\u00e6lger at inkludere det direkte i jobopslaget for at sikre transparens og effektiv rekruttering.<\/p>\n
[\/et_pb_accordion_item][et_pb_accordion_item title=”M\u00e5 arbejdsgivere sp\u00f8rge kandidater om deres nuv\u00e6rende l\u00f8n?” _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}” open=”off”]<\/p>\n
Nej. Direktivet forbyder arbejdsgivere at sp\u00f8rge om kandidaters l\u00f8nhistorik. L\u00f8n skal fasts\u00e6ttes ud fra rollen og kandidatens kvalifikationer.<\/p>\n
[\/et_pb_accordion_item][et_pb_accordion_item title=”Hvad betyder l\u00f8ntransparensdirektivet for rekruttering?” _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}” open=”off”]<\/p>\n
EU\u2019s l\u00f8ntransparensdirektiv stiller \u00f8gede krav til transparens og dokumentation i ans\u00e6ttelsesprocessen. Organisationer skal kunne redeg\u00f8re for l\u00f8nniveauer og sikre objektive og konsistente vurderinger af kandidater. En struktureret rekrutteringsproces g\u00f8r det lettere at dokumentere beslutninger og sikre compliance.<\/p>\n
L\u00e6s mere om det her [inds\u00e6t link]l\u00f8ntransparens-artikel<\/em><\/p>\n [\/et_pb_accordion_item][et_pb_accordion_item title=”Hvilke virksomheder skal rapportere l\u00f8ndata?” _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}” open=”off”]<\/p>\n Virksomheder med over 100 ansatte skal udarbejde l\u00f8nrapporter, der viser l\u00f8nforskelle mellem k\u00f8n og relaterede data.<\/p>\n [\/et_pb_accordion_item][et_pb_accordion_item title=”Hvordan p\u00e5virker direktivet rekrutteringsprocessen?” _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}” open=”off”]<\/p>\n Virksomheder skal arbejde med tydelige l\u00f8nrammer, objektive vurderingskriterier og dokumenterede beslutningsprocesser. Det stiller st\u00f8rre krav til struktur og forberedelse.<\/p>\n [\/et_pb_accordion_item][\/et_pb_accordion][et_pb_code admin_label=”Code” _builder_version=”4.27.6″ _module_preset=”default” global_colors_info=”{}”]