We are here to break down what’s changing and why it matters for the iGaming industry.

What the Directive Requires

Companies will be required to report on gender pay gap data and provide greater transparency regarding salary levels for both employees and candidates. This directive introduces new considerations and challenges that businesses should begin preparing for now. Key changes include:

a.) Salary Transparency

Under the directive, employers must disclose salary ranges early in the recruitment process, either in job advertisements or before interviews. This represents a shift from the use of vague ‘competitive salary’ postings to a more transparent approach to pay.

Employees will also be able to request average pay data for comparable roles, broken down by gender. Businesses will need clear salary benchmarking to meet these requirements.

b.) Reporting of Pay Structures

Companies with 100 or more employees must report gender pay gap data and details of their pay structures. If a gap of more than 5% within a category cannot be objectively justified, corrective action is required. Member states may extend this to smaller businesses, and reporting deadlines will depend on company size.

What Does This Mean for iGaming?

The iGaming industry must remain aware of the enforcement of this directive. Given the involvement of many operators, suppliers, and affiliates in international hiring, these new regulations seek to improve consistency and transparency in pay structures and recruitment procedures.

Increased salary transparency in hiring will influence candidate expectations and recruiting strategies in a competitive talent market.

iGaming companies may need to standardise compensation frameworks across regions for remote and international teams, ensuring that any pay differences are based on objective factors – such as local market conditions, experience, or role requirements – and are clearly documented and communicated.

Larger firms will need to pay close attention to gender pay gap reporting and be ready to address any significant gaps.

Beyond regulatory compliance, the directive could impact employer branding and talent retention. As transparency becomes increasingly important to candidates, businesses that provide clear salary information, career progression, and fair pay practices could gain a competitive advantage in attracting and retaining talent in the iGaming industry.

Associate Director Carla Souter gave her views on the Directive.

“The iGaming industry is truly global, and we work with clients and candidates in both EU and non-EU countries. In recent years, many companies have adopted remote-working policies, and we see an abundance of iGaming talent based in non-EU countries such as Armenia, Belarus, Georgia, the UK, Macedonia, Moldova, Serbia, and Switzerland, with candidates working remotely for companies headquartered in the EU.

“Although perhaps not legally bound, it will be interesting to see the influence the directive has on these non-EU-based workers, particularly regarding pay visibility and compensation structures.”

Conclusion

The EU Pay Transparency Directive is a pivotal step toward workplace fairness and transparency across Europe. For iGaming and other industries, it’s a call to proactively review compensation structures, ensure compliance, and foster a culture of openness around pay.

As the directive is implemented, iGaming employers and recruiters who embrace these changes will be better positioned to attract, retain, and motivate top talent in a dynamic, international market.