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Statement by Executive Vice-President Mînzatu and Commissioner Lahbib ahead of European Equal Pay Day
Equal Pay Day falls on 17 November this year – this marks the date from which women in the EU symbolically begin ‘working for free' until the end of the year.
Ahead of this important day, we reaffirm our commitment to a Union of Equality – one where women and girls are economically empowered and can fully participate in a labour market that offers equal opportunities and fair treatment for all.
There is no reason why men and women should be paid differently for doing the same job. The principle of equal pay between women and men for the same work, or work of equal value, is enshrined in EU law since 1957. It is essential to enforce this core principle, as well as to improve access to justice for the victims of pay discrimination. This is why we are working with Member States to implement the Pay Transparency Directive, an important step towards equal pay.
The latest data shows that women's gross hourly earnings were on average 12% below those of men in the EU. Barriers to closing this gap remain, such as those related to care responsibilities. Women continue to bear a disproportionate share of household and childcare duties, with informal care work often carried out in parallel to formal jobs. The Work-Life Balance Directive promotes a more equal sharing of caring responsibilities between women and men and we also call on Member States to invest in high-quality, affordable, and accessible care services, as set out in the European Care Strategy.
Meanwhile, labour market segregation persists, with many women concentrated in lower-paying sectors or jobs and part-time roles. Combined with the persistent undervaluation of women-dominated professions, women face an increased risk of poverty; for example, the gender pension gap currently stands at 24,5%. The EU is taking action to mitigate these risks through our forthcoming Anti-Poverty Strategy and Quality Jobs Roadmap, to ensure everyone is protected against poverty.
Finally, continued underrepresentation of women in high-paying leadership positions exacerbates the gender pay gap by excluding women from economic decision-making. The Directive on Gender Balance on Corporate Boards addresses this disparity, and we call for a full and timely implementation of the Directive so that progress can continue. The Commission is working closely with Member States on its implementation and stands ready to provide further support.
Progress cannot be taken for granted, and we cannot afford to be complacent. Earlier this year, we put forward the Roadmap for Women's Rights, which sets the path forward for a gender-equal society. Our commitment is clear: every woman has the right to be economically independent and must be ensured equal pay for equal work or for work of equal value. This commitment will guide us in our work towards a new Gender Equality Strategy to be presented next year.
On this Equal Pay Day, we must continue to champion women's rights, advance their economic empowerment and place equality at the core of all our policies.
Background
European Equal Pay Day 2025 falls on 17 November – this marks a reduction of women symbolically ‘working for free' by two days compared to last year and by 7 days compared to 2020. The closer the date is to 31 December, the closer the EU is to overcoming the gender pay gap. This indicates slow, but measurable progress, yet we remain far from gender equality in earnings. The latest data shows that women's gross hourly earnings were on average 12% below those of men in the EU. Nearly nine out of ten Europeans agree that it is unacceptable for women to be paid less than men for the same work.
Since 2020, the Commission has made significant progress on gender equality policies, specifically with the EU initiatives on Equal Pay. In the context of our Gender Equality Strategy 2020-2025, the Directive on pay transparency must be transposed by Member States by 7 June 2026. The Directive establishes rules on transparency and effective enforcement of the principle of equal pay for the same work or work of equal value between women and men. The upcoming Gender Equality Strategy 2026-2030 is under preparation and it will outline the new initiatives and legislation for the following years. The commitments were already made in the Roadmap for Women's Rights adopted in March 2025.
Further policies were introduced to help economically empower women, including the Directive on gender balance on company boards, which came into force in 2022, aiming for a more balanced gender representation on the boards of large EU listed companies. Enhancing women's presence in economic decision-making is expected to have a positive spill-over effect on women's employment throughout the companies concerned. Additionally, the Work-life balance Directive aims to address the unequal sharing of care responsibilities between men and women and women's underrepresentation in the labour market. The 2022 European Care Strategy and the EU Directive on adequate minimum wages which promotes a decent living for all workers are also key initiatives in this domain.
For More Information
Annual Report on Gender Equality
European Institute for Gender Equality - Gender Equality Index