David Lorimer\u2019s articles from Lewis Silkin are most popular:<\/p>\n
Lewis Silkin are most popular: <\/p>\n
\n within Cannabis & Hemp, Law Practice Management and Criminal Law topic(s)
\n with readers working within the Retail & Leisure industries
<\/p>\n
Responding to a parliamentary question raised in October, and
\namid uneven progress on national implementation, the European
\nCommission has reaffirmed its expectation that all Member States
\nwill transpose the Directive by the June 2026 deadline.<\/p>\n
On 18 December 2025, the Commission issued its written response
\nto a priority question submitted by a Member of Parliament on 29
\nOctober 2025.<\/p>\n
The Member of Parliament submitted their question following the
In its written answer, the European Commission confirmed as
“The Commission reaffirms that the Pay Transparency
In its response, the Commission details the measures taken to
Key message for employers<\/p>\n At first glance, it may seem routine for the European Commission
The Commission’s latest statement, however, leaves no room
\nannouncement from the Netherlands that it would be delaying the
\nimplementation of the EU Pay Transparency Directive into national
\nlaw beyond the implementation deadline of 7 June 2026 (we wrote
\nabout this further here<\/a>). Against this context, the Member of
\nParliament raised three queries:<\/p>\n
\n“What is the Commission’s view of the Netherlands’
\npostponement of the Pay Transparency Directive?
\n
\nDoes the Commission have any current plans to revise the Pay
\nTransparency Directive with a view to cutting red tape for
\nEurope’s businesses and authorities?
\n
\nWhat is the Commission’s estimate of the transition costs
\nto business and to the public purse, as well as of the ongoing
\ncosts in the EU, of fully implementing the directive as it
\ncurrently stands?”
<\/p>\n
\nfollows:<\/p>\n
\nDirective is instrumental for the full realisation of the right to
\nequal pay for the same work or work of equal value between women
\nand men and remains fully committed to its effective and timely
\nimplementation. It expects all Member States to transpose the
\nDirective by the deadline of June 2026 […]”<\/p>\n
\nsupport national administrations and social partners in transposing
\nthe Directive, while also highlighting the preparatory work
\nunderpinning the legislation – such as the Impact Assessment and
\nthe incorporation of stakeholder input throughout its
\ndevelopment.<\/p>\n
\nto reaffirm the transposition deadline for a Directive. Yet this
\nstatement comes against a backdrop of uncertainty over national
\nimplementation. The Netherlands has already announced plans to
\ndelay implementation beyond June 2026, Denmark has omitted an
\nimplementing draft bill from its legislative agenda (see here<\/a>), and progress across Member States
\nremains slow and uneven. These developments have sparked
\nspeculation about how the EU might respond.<\/p>\n
\nfor doubt: it is holding firm on the June 2026 deadline. For
\nemployers, the message is clear – the clock is ticking, and the
\nEU’s timetable is not shifting.<\/p>\n