Salary transparency in Italian job ads: the norms and the EU direction

Foreign companies hiring in Italy often ask the same thing. Do we have to show the salary in the job ad? The short answer: the direction is clear, the details depend on how Italy applies the EU rules. This FAQ explains what to expect and how to prepare.

This is general information, not legal advice. Check the current text of the law before you publish a posting.

What is salary transparency?  

It means candidates and employees can see how pay is set. For job ads, it means giving the pay or the pay range before the candidate has to negotiate. It also means the criteria for setting pay are objective and neutral.

Is there an EU rule on this?  

Yes. The EU adopted a Pay Transparency Directive. Its goal is to make equal pay for equal work real in practice. A directive is not directly applied to employers. Each member state must turn it into national law. Italy is part of that process.

The main ideas of the directive are:

• Job seekers get information on the initial pay or pay range for the role.
• Employers may not ask candidates about their past pay.
• Job ads and job titles must be gender neutral.
• Employees can ask for information on average pay levels for comparable work.
• Larger employers report on gender pay gaps.
• If a gap cannot be justified, the employer must act on it.

Do I have to publish a salary in every Italian job ad?  

Plan as if the answer is yes, or at least that you must share the range early. The directive lets states choose where to give the pay information: in the ad, or before the first interview. Either way, you need a range ready before you start hiring. Check which option the Italian law uses at the time you post.

Can I still ask a candidate about their current salary?  

The EU direction is no. The directive bans questions about pay history. Even if the Italian text is not yet in force when you hire, do not build your process around that question. It also does not fit well with Italian practice, where pay is anchored to the role and the contract level.

How does this fit with Italian collective agreements?  

Most Italian employment relationships follow a national collective agreement (CCNL). The agreement sets minimum pay by job level. This helps with transparency, because the floor is public. Your range must sit at or above the minimum for the level and sector. Many employers pay above the floor, and the range in the ad should show that.

Two points to keep in mind:

• The CCNL level and the job title must match the real duties.
• Extra pay items, such as bonuses and benefits, should be described the same way for all candidates.

What counts as pay?  

The EU approach looks at the full package, not only base salary. This includes bonuses, allowances, benefits in kind and other payments linked to the job. When you build a range, decide what is in it and say so in the ad.

What does a gender neutral ad look like?  

Avoid wording that points to one sex. Use neutral titles. Describe the duties and the skills, not the type of person. Italian is a gendered language, so this needs care. Many employers add a short note that the role is open to all, or use forms that cover both.

We are a foreign company with no Italian entity. Does this apply to us?  

If you hire people to work in Italy, Italian rules on employment apply to that relationship. That includes how you advertise the role and how you set pay. A foreign company that has no local HR team can easily miss this. An Employer of Record can hold the Italian employment relationship and handle the local rules, while you direct the daily work.

How should I prepare now?  

1. Define the role and match it to a CCNL level.
2. Set a pay range with a clear minimum and maximum.
3. Write down the objective criteria that place a person inside the range.
4. Remove pay history questions from your forms and interviews.
5. Review job titles and ad wording for neutrality.
6. Keep records, so you can explain pay differences if asked.

What if my range is wide?  

A very wide range can look like a way to avoid the rule. Keep the range tied to real criteria such as experience, skills and scope. If two people do the same work, the reason for any difference must be clear.

Will this change how I negotiate?  

Yes, somewhat. Candidates will arrive with the range in hand. Negotiation moves from “what do you want” to “where in the range do you fit”. This is easier to defend and often faster.

What is the practical risk of ignoring it?  

Beyond fines or claims, there is a hiring risk. Italian candidates and their advisers will compare ads. A posting without pay information may attract fewer good applicants as the rules settle.

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