Last updated 2025-08-22
Quick overview
Italy has a long-standing legal framework to ensure gender equality and equal pay for men and women performing the same or equivalent work. The reporting system is well-established and will continue to evolve as new EU rules take effect by 2026. HR leaders and Compensation & Benefits teams should closely monitor their compliance practices and prepare for greater pay transparency requirements in the coming years.
Reporting requirements
Which companies must report?
Public and private employers with 50 or more employees must prepare and submit a biennial gender equality report.
Employers with fewer than 50 employees may choose to report voluntarily.
What information needs to be reported?
Employers in scope must provide detailed data, including:
Numbers of male and female employees
Differences in starting salaries by gender
Breakdown by professional category and job role
Full-time and part-time contract data
Base salary and total compensation analysis
Information on new hires, promotions, transfers, training, and terminations
Policies and procedures, such as:
Hiring and recruitment processes
Training and career development opportunities
Work-life balance initiatives
Inclusion and diversity measures
Criteria for promotions and career advancement
When and where to send the data?
Reports must be submitted electronically via the Ministry of Labor and Social Policies portal.
A submission receipt is provided by the Ministry.
Reports are due every two years, by April 30 of the year following the reporting period.
Who can see the results?
The report is shared internally with trade union representatives.
It is not publicly disclosed, but the Ministry of Labor publishes a list of companies that have submitted or failed to submit the report.
Equal pay laws
Article 37 of the Constitution guarantees equal pay for equal or equivalent work.
Law 903/1977 ensures equal treatment in labor matters.
Law 125/1991 introduced the reporting obligation.
Legislative Decree 198/2006 (Equal Opportunities Code) consolidates equal pay rights and mandates reporting.
Law 162/2021 strengthened equal opportunity requirements and introduced the Gender Equality Certificate system.
Employee rights
Employees can bring individual or collective legal actions if they believe they have been discriminated against.
Employees can seek support from the Counsellor for Equal Treatment to escalate claims.
Positive action measures are encouraged to help employers close identified gaps.
Risks of non-compliance
Failure to submit the report: Administrative fines from EUR 515 to EUR 2,580.
Providing false or incomplete information: Administrative fines from EUR 1,000 to EUR 5,000.
Delaying submission by over 12 months: Suspension of social security contribution reliefs for one year.
Proven discrimination: Administrative fines from EUR 5,000 to EUR 10,000.
Non-compliance with court orders: Imprisonment of up to 6 months or fines of up to EUR 50,000.
What will change by 2026
New EU-wide rules
The EU Gender Pay Transparency Directive will introduce significant new obligations:
Salary range disclosure in job postings or before interviews
Employee right to request information on average pay for comparable roles by gender
Mandatory annual gender pay gap reporting for companies with 100+ employees
Stronger enforcement mechanisms and potential sanctions
How Italy is likely to apply them
Italy already has a mature reporting system, so the changes will likely involve:
Expanding transparency obligations to cover job applicants and employees
Increasing reporting frequency for larger companies
Enhancing internal communication of pay data
Introducing more public disclosure elements to drive accountability
FAQ
Do small businesses need to report?
No. Only employers with 50 or more employees are obligated, though smaller companies can opt in voluntarily.
Is the report made public?
No. The report itself is not public, but authorities publish a list of companies that have submitted or failed to submit their report.
What benefits come with the Gender Equality Certificate?
Certified companies enjoy reputational advantages, up to 1% social security contribution relief (up to EUR 50,000 annually), and bonus points for public tenders or funding opportunities.
Can employees see salary data?
Currently, employees do not have a general right to access internal salary data. This will change with the EU directive by 2026.
Helpful resources
Ministry of Labor and Social Policies
Equal Opportunities Department
EU Gender Pay Transparency Directive
