Research / Pay transparency tracker
Who posts pay in European tech: the pay transparency tracker
Every month, the share of job postings at top-paying tech employers in Europe that state a pay range, by country, for remote roles and by employer, with the ranges themselves, read from our own board.
- In November 2026, 14% of 17,305 open roles on the board stated a pay range in the posting (2,472 roles, 22,143 postings in all). On-site and hybrid roles: 12% (1,637 of 14,013). Remote roles: 25% (845 of 3,437).
- By country, Lithuania leads at 62% (73 of 117) and Serbia trails at 0% (0 of 68), among the 25 countries with 50 or more on-site and hybrid roles.
- In the listed EU countries that have transposed the directive (Lithuania, Greece, Italy, Slovakia), 32% of on-site and hybrid roles state pay (175 of 555), against 12% (953 of 7,943) in the 17 listed EU countries that have not finished.
- 12 of the 30 largest employers on the board stated no range in any posting, Amazon (0 of 1,642 roles), Amazon Web Services (AWS) (0 of 806 roles), Tesla (0 of 437 roles) among them.
- The most open of them: Microsoft 85% (153 of 181), Google 63% (229 of 362), Cloudflare 50% (61 of 122).
- Where a range is posted, engineering management roles state the highest, a median €110k to €154k (base salary as posted, 94 roles).
By country
On-site and hybrid roles, by the country of the posting, highest share first, next to where that country's directive law stands. A month-over-month column appears once the weekly snapshots hold a full previous month.
| Country | Roles with a range | Share | Directive law |
|---|---|---|---|
| Lithuania | 73 of 117 | 62% | Transposed |
| Portugal | 98 of 241 | 41% | Bill published |
| Greece | 22 of 63 | 35% | Transposed |
| Italy | 75 of 328 | 23% | Transposed |
| Poland | 158 of 721 | 22% | Partly in force |
| Ireland | 269 of 1,434 | 19% | Bill published |
| Finland | 20 of 132 | 15% | Bill published |
| Austria | 10 of 67 | 15% | No bill yet |
| Hungary | 21 of 143 | 15% | No bill yet |
| Estonia | 21 of 152 | 14% | Partly in force |
| Belgium | 13 of 96 | 14% | No bill yet |
| Czechia | 15 of 144 | 10% | Bill published |
| Slovakia | 5 of 51 | 10% | Transposed |
| United Kingdom | 527 of 5,477 | 10% | Not covered |
| Romania | 18 of 209 | 9% | Bill published |
| Netherlands | 74 of 861 | 9% | Bill published |
| France | 78 of 938 | 8% | Bill published |
| Spain | 55 of 668 | 8% | Bill published |
| Denmark | 16 of 209 | 8% | Bill published |
| Germany | 139 of 1,998 | 7% | No bill yet |
| Norway | 4 of 73 | 5% | No bill yet |
| Sweden | 10 of 280 | 4% | Bill published |
| Luxembourg | 5 of 147 | 3% | No bill yet |
| Switzerland | 3 of 236 | 1% | Not covered |
| Serbia | 0 of 68 | 0% | Not covered |
Countries with 50 or more distinct on-site and hybrid roles (one company, one title), filed under the country stored on the posting; 19 smaller countries and unplaced rows hold 31 of 295 roles with a range. Directive law as of Nov 6, 2026, from the table below.
By employer
The employers with the most open roles on the board. Whether a company posts pay is mostly a company policy: the same employer tends to post a range everywhere or nowhere.
| Employer | Roles | Roles with a range | Share |
|---|---|---|---|
| Amazon | 1,642 | 0 | 0% |
| Amazon Web Services (AWS) | 806 | 0 | 0% |
| Salesforce | 494 | 21 | 4% |
| TikTok | 491 | 1 | <1% |
| Tesla | 437 | 0 | 0% |
| Wise | 385 | 140 | 36% |
| 362 | 229 | 63% | |
| JPMorganChase | 326 | 0 | 0% |
| Revolut | 247 | 14 | 6% |
| JD.COM | 217 | 0 | 0% |
| Citi | 210 | 67 | 32% |
| Canonical | 208 | 1 | <1% |
| Nebius | 191 | 2 | 1% |
| Microsoft | 181 | 153 | 85% |
| Mistral AI | 166 | 0 | 0% |
| Deliveroo | 165 | 21 | 13% |
| Stripe | 163 | 0 | 0% |
| Bolt | 149 | 7 | 5% |
| Databricks | 148 | 0 | 0% |
| Helsing | 142 | 0 | 0% |
| Personio | 141 | 0 | 0% |
| the LEGO Group | 136 | 0 | 0% |
| Celonis | 125 | 0 | 0% |
| Wolt | 125 | 1 | 1% |
| Cloudflare | 122 | 61 | 50% |
| NVIDIA | 120 | 40 | 33% |
| ASML | 116 | 15 | 13% |
| Cisco | 109 | 6 | 6% |
| SumUp | 102 | 5 | 5% |
| Apple | 100 | 5 | 5% |
Every work mode and country together. 103 employers have 40 or more distinct roles on the board; the table lists the largest 30. Company names as the employer spells them; Amazon and Amazon Web Services post separately and stay two rows.
What the posted ranges say
Where a posting states a range, the median low end and high end by role family, in EUR a year. These are base salaries as the employer posts them, not total compensation: the board's own estimates, shown on every other card, include bonus and equity and are kept out of this table.
| Role family | Low end | High end | Midpoint | Roles |
|---|---|---|---|---|
| Engineering management | €110k | €154k | €134k | 94 |
| Security | €101k | €132k | €117k | 91 |
| Full stack | €94k | €136k | €117k | 41 |
| Software engineering (general) | €100k | €138k | €116k | 264 |
| Solutions and sales engineering | €92k | €134k | €116k | 104 |
| AI and machine learning | €88k | €135k | €115k | 181 |
| Design and UX | €88k | €130k | €111k | 45 |
| Product management | €89k | €133k | €111k | 110 |
| Backend | €94k | €125k | €110k | 79 |
| Program and project management | €101k | €114k | €109k | 48 |
| Forward deployed engineering | €88k | €118k | €108k | 42 |
| Embedded and hardware | €84k | €119k | €106k | 31 |
| Systems and performance | €80k | €127k | €104k | 31 |
| Infrastructure, platform and SRE | €77k | €110k | €98k | 108 |
| Marketing and growth | €84k | €110k | €95k | 108 |
| Data science and analytics | €74k | €99k | €90k | 61 |
| Sales and business development | €78k | €98k | €90k | 365 |
| Operations and strategy | €76k | €94k | €88k | 124 |
| Finance, legal and compliance | €68k | €95k | €82k | 111 |
| People and recruiting | €70k | €95k | €82k | 71 |
| Customer success | €50k | €69k | €60k | 26 |
| Technical and customer support | €43k | €70k | €58k | 69 |
Roles whose posting states both ends of a range in a currency we convert (2,467 roles), every country and work mode together; families with 20 or more. Each column is its own median, so a row's low and high end need not come from the same posting. Ranges are what the employer posts, almost always base salary without bonus or equity, converted to EUR at our fixed yearly rates; the board's own estimates are total compensation and are not mixed in.
The directive, and where each country stands
The EU Pay Transparency Directive (Directive (EU) 2023/970) gives job candidates the right to know the starting pay, or its range, before the interview, and bans asking candidates about their pay history. It also gives employees a right to pay information and requires larger employers to report their gender pay gap.
Member states had to turn it into national law by June 7, 2026. The directive asks for the range to reach candidates before the interview; it does not say it must be printed in the job ad, so each country decides how. That is why this page counts what employers actually publish in the posting itself.
| Country | Status | Law in force | What is in place | Source |
|---|---|---|---|---|
| Greece | Transposed | Nov 1, 2026 | Law 5316/2026, published 6 July 2026; the core employer obligations apply from 1 November 2026. | lewissilkin.com, Jul 13, 2026 |
| Italy | Transposed | Jun 7, 2026 | Legislative Decree 7 May 2026, no. 96, published in the Gazzetta Ufficiale no. 125 on 1 June 2026, in force 7 June 2026; first pay gap reports due June 2027. | altalex.com, Jun 5, 2026 |
| Lithuania | Transposed | Jun 7, 2026 | Law No. XV-969 amends the Labour Code; the candidate information right applies from 1 January 2027, pay reporting through Sodra. | global.lockton.com, Sep 25, 2026 |
| Malta | Transposed | Jun 5, 2026 | Legal Notice 173 of 2026 completes it; Legal Notice 112 of 2025 had covered part from 27 August 2025. | beqom.com, Oct 23, 2026 |
| Slovakia | Transposed | Jun 7, 2026 | A new Equal Pay Act plus Labour Code amendments; fines up to EUR 100,000. | global.lockton.com, Sep 25, 2026 |
| Estonia | Partly in force | Jul 13, 2026 | Recruitment and pay secrecy rules are in the Employment Contracts Act since July 2026; reporting deferred to a later law. | beqom.com, Oct 23, 2026 |
| Poland | Partly in force | Dec 24, 2025 | The Labour Code requires pay or a range for candidates and bans pay history questions; the full act targets January 2027. | global.lockton.com, Sep 25, 2026 |
| Bulgaria | Bill published | A bill amending the Protection against Discrimination Act went to the National Assembly on 11 September 2026. | legalbriefs.deloitte.com, Oct 15, 2026 | |
| Cyprus | Bill published | A draft was published on 26 January 2026 and is under legal vetting. | global.lockton.com, Sep 25, 2026 | |
| Czechia | Bill published | A government bill passed first reading in October 2026, targeting 1 January 2027. | iuslaboris.com, Nov 3, 2026 | |
| Denmark | Bill published | A new bill was tabled on 8 October 2026, expected in force 1 March 2027. | legalbriefs.deloitte.com, Oct 15, 2026 | |
| Finland | Bill published | Government proposal HE 129/2026 is before the plenary; target 1 January 2027. | iuslaboris.com, Nov 3, 2026 | |
| France | Bill published | A revised bill went to Parliament in September 2026; the new regime is planned from 1 January 2028. | legalbriefs.deloitte.com, Oct 15, 2026 | |
| Ireland | Bill published | The General Scheme of a bill, published January 2025, would put pay ranges in job ads; the bill text itself is not out yet. | global.lockton.com, Sep 25, 2026 | |
| Latvia | Bill published | A standalone Pay Transparency Law (draft 26-TA-700) is on the government portal with review comments from July 2026; no adoption by the Saeima found as of 6 November 2026. | tapportals.mk.gov.lv, Jul 10, 2026 | |
| Netherlands | Bill published | Bill 36949 is before the House, plenary set for January 2027; 1 July 2027 now looks likelier than January. | salarisvanmorgen.nl, Sep 21, 2026 | |
| Portugal | Bill published | A government draft bill was published for consultation on 5 August 2026; no in-force date. | global.lockton.com, Sep 25, 2026 | |
| Romania | Bill published | The Senate rejected bill L445/2026 on 14 October 2026; the Chamber of Deputies, the deciding chamber, can still adopt it. | iuslaboris.com, Nov 3, 2026 | |
| Spain | Bill published | A draft royal decree amending RD 902/2020, dated 3 August 2026, went to public hearing; candidates would see the starting pay or band before the interview. Not adopted. | elespanol.com, Aug 5, 2026 | |
| Sweden | Bill published | A draft was published in January 2026, then shelved in March pending renegotiation. | regeringen.se, Mar 26, 2026 | |
| Austria | No bill yet | An internal draft only, nothing published. | global.lockton.com, Sep 25, 2026 | |
| Belgium | No bill yet | No federal private sector draft; only public sector decrees in the French Community and Flanders. | global.lockton.com, Sep 25, 2026 | |
| Croatia | No bill yet | The Labour Act amendment is not yet published. | legalbriefs.deloitte.com, Oct 15, 2026 | |
| Germany | No bill yet | A ministry draft exists but is unpublished; a first draft is expected around the turn of 2027. | legalbriefs.deloitte.com, Oct 15, 2026 | |
| Hungary | No bill yet | A bill planned for October 2026 was never introduced. | iuslaboris.com, Nov 3, 2026 | |
| Iceland | No bill yet | Not yet part of the EEA Agreement, so no deadline applies yet. | sageo.ai, Oct 24, 2026 | |
| Liechtenstein | No bill yet | Not yet part of the EEA Agreement, so no deadline applies yet. | sageo.ai, Oct 24, 2026 | |
| Luxembourg | No bill yet | No draft published. | global.lockton.com, Sep 25, 2026 | |
| Norway | No bill yet | The directive is not yet part of the EEA Agreement, so the June 2026 deadline does not bind Norway. | sageo.ai, Oct 24, 2026 | |
| Slovenia | No bill yet | An internal draft went to the Economic and Social Council in February 2026, not published. | global.lockton.com, Sep 25, 2026 | |
| Switzerland | Not covered | Outside the EU and the EEA; no pay range in job ads rule. | sageo.ai, Oct 24, 2026 | |
| United Kingdom | Not covered | Outside the EU. No pay range in job ads rule yet; a government consultation proposing one closed in October 2026. | gov.uk, Jul 14, 2026 |
Transposed: a national law is adopted (some duties may start later). Partly in force: part of it applies, the rest is pending. Bill published: a draft is public or before parliament. No bill yet: nothing published. There is no official tracker; each row cites a dated legal tracker or national source, and we update this table by hand.
The directive text: Directive (EU) 2023/970.
Method and limits
What we countEvery role live on the Euro Top Tech board in November 2026: 22,143 postings from a curated list of top-paying tech employers hiring in Europe, on-site, hybrid and remote. We count roles, not postings. A role is one job title at one company, so a role posted in nine cities counts once (in the country table, once per country). A role states a range if any of its postings does.
What counts as a rangeA pay range the employer published with the posting. We take it from the pay field of the employer's hiring system (1,180 postings), from a sentence in the description with a currency and two amounts (2,028), or, when the description has none, from the salary our job data provider lists (99). In descriptions we skip "up to" figures, bonus, commission and on-target earnings: better to miss a few real ranges than to count wrong ones. For on-site and hybrid roles the range must be in the country's own currency, so a US dollar range on a London posting does not count.
What this does not showThe whole European job market. This covers employers who pay at the top, where a posted range matters most when you compare offers. And a role with no range here may still share one before the interview: the directive allows that too.
Change over timeWe save a snapshot of the board every week. Once a previous month's snapshot exists, each table adds a column with the change since then, in percentage points, shown only when both months have at least 50 roles. Employer rows compare the same company. Country rows and the board total compare the whole board, so an employer we add can move them.
How to cite: Euro Top Tech, "Who posts pay in European tech: the pay transparency tracker", https://www.eurotoptech.com/research/pay-transparency-europe. A plain Markdown version carries the same tables for scripts and answer engines.
Related: the Compensation Report for what engineers earn by country and level, the job market trends for which roles are growing, and the board itself, where every card shows the posted range when there is one and our estimate when there is not.