Benedita Gonçalves discusses, in an interview with Jornal Económico, the main implications of the transposition of the Pay Transparency Directive and the challenges that the new legislation will pose for companies.

Although the legislative process is still under way, Benedita Gonçalves highlights some of the changes expected to have the greatest impact, including the internal disclosure of the criteria used to determine pay and pay progression, the strengthening of employees’ right to information, and the introduction of joint pay assessments.

“The new legislation will lead many organisations to conduct an in-depth reassessment of how they define, manage and communicate their pay policies. However, the greatest challenge will be ensuring that the management practices underpinning pay decisions are consistent, transparent and sustainable,” she says.

She also emphasises the key role of leadership in this process: “Leaders will need to be prepared to explain how pay decisions are made, what the progression criteria are and why there may be differences in positioning within pay bands.”

Although pay will continue to play a significant role in attracting and retaining talent, transparency can help create fairer workplaces and strengthen employees’ trust. “A workplace where pay decisions are fair, consistent and well-founded is increasingly valued. Pay transparency can play a transformative role in this context,” she explains.

The use of technological solutions may facilitate compliance with the new requirements, particularly in view of the associated administrative burden. However, Benedita Gonçalves warns of the risks relating to data protection, data quality and the reliability of artificial intelligence systems, which depend on human intervention in their design, configuration and oversight.

With the transposition of the Directive drawing closer, her main recommendation to companies is clear: “The main recommendation is not to wait.” Priority measures include mapping and evaluating roles, reviewing pay policies, auditing remuneration practices, adapting recruitment processes, and training Human Resources teams and leaders.

“Pay transparency should not be regarded merely as a legal obligation, but as an opportunity to improve the quality of management and strengthen employees’ trust in the organisation,” concludes Benedita Gonçalves.

The article was published in the 18 September 2026 print edition of Jornal Económico.