Compliance calendar
Introducing the 2026 compliance calendar
What is the compliance calendar?
It's an overview of reporting deadlines globally by month, relevant legislation, and the requirements. You will also receive monthly notifications of upcoming deadlines within the PayAnalytics app.
We heard you
Staying on top of relevant reporting deadlines regarding pay equity and transparency can be challenging, especially if you have a global footprint.
The below month-by-month overview, and the additional resources at the bottom of this article, will help you and your team get ahead of reporting deadlines.
January 2026
USA - California
New law: California Senate Bill 464 and California Senate Bill 642
Effective date: January 1st, 2026
Report to: Civil Rights Department (annually)
Requirement: (SB 464) takes effect, mandating stricter penalties for failure to file annual pay reports and requiring separate storage of demographic data. In addition, employers should be aware that the number of job categories required in employer pay data reports for pay reporting will increase (from 10 to 23) starting in 2027, regarding reporting for the year 2026.
Applies to: specification added for employers with 15+ employees. Upon hire, employers must provide a good-faith estimate of the expected pay range upon hire, not a potential range for the position in the long term.
Canada - Ontario
New law: Ontario regulation 476/24 under the Employment standards Act (2000)
Effective date: January 1st, 2026
Report to: Job advertisements (continuous)
Requirement: mandatory compensation disclosure (salary range of expected compensation shall not exceed an amount equivalent to $50,000 annually) in publicly advertised job postings.
Applies to: employers with 25+ employees, except where the expected annual compensation, or the top end of the range, is more than $200,000, and ban on Canadian experience requirements.
South Africa
Existing law: Employment Equity Reporting, Employment Equity Act (EEA) 55 of 1998, as amended (latest, Employment Equity Amendment Act 4 of 2022) and Employment Equity Regulations, 2025 (General Administrative EE Regulations).
Effective date: January 15th, 2026
Report to: Department of Employment and Labour (annually)
Requirement: electronic submission of EEA2 (Report on Employment Equity) & EEA4 (Income Differential Statements) forms with 2025 data, which includes pay analysis by occupational level, gender, and race.
Applies to: designated employers with 50+ employees.
Serbia
Existing law: Report on implementation of Action Plan Law on Gender Equality (Zakon o rodnoj ravnopravnosti) (“Official Gazette of RS”, No. 52/2021)
Effective date: January 31st, 2026
Report to: ministry responsible for human rights related to gender equality and issues related to gender equality (annually)
Requirement: mandatory submission of:
A report on the implemented activities by January 31st of the current year for the previous year containing an assessment of the state of gender equality.
A report containing data disaggregated by sex and an assessment of the situation regarding the achieved gender equality by January 15th of the current year for the previous year.
Applies to: employers with 50+ employees responsible for the implementation of the activities determined by the Action Plan.
Equador
Existing law: Ministerial Agreement MDT-2025-006
Effective date: January 31st, 2026
Report to: governing body of labor policy (annually)
Requirement: submit annually a report indicating the actions taken to promote gender equality.
Applies to: private sector employers
February 2026
USA - Massachusetts
Existing law: EEO-1 Component 1 Reporting/ EEO-4 Reporting to State An Act Relative to Salary Range Transparency.
Effective date: February 1st, 2026
Report to: State Secretary (annually/biennially, even years)
Requirement: recurring deadline to submit workforce demographic data (Component 1) to the State Secretary (covering 2025 data)/ Employers filing EEO-4 (State and Local Government) reports federally must submit a copy to the State Secretary, commencing with the 2026 filing cycle.
Brazil
Existing law: Data required for the Salary Transparency and Remuneration Criteria Report Normative instruction GM/ MTE No.6, of September 17,2024 - DOU - Imprensa Nacional, based on LEI Nº 14.611 DE 3 DE JULHO DE 2023
Effective date: February 28th, 2026
Report to: Ministry of Labor and Employment via Emprega Brazil Portal (biannually)
Requirement: Submit electronically specific data regarding their employees and employment practices twice a year, in February and August. The information will be consolidated by the Ministry of Labor and Employment for the previous six-month period and used to compile the biannual "Salary Transparency and Remuneration Criteria Report", published twice a year, in March and September.
Applies to: employers/private legal entities with 100+ employees.
Canada - Federal
Existing law: Pay Equity Plan as part of Pay Equity Act
Effective date: February 18th, 2026 (updated at least every 5 years)
Report as: Publicly available information (anywhere)
Requirement: publish pay equity plans. Good to know: deadline for Treasury Board of Canada Secretariat (TBS) to publish the Pay Equity Plan for regular and civilian members of the RCMP
March 2026
United Kingdom (Public Authorities)
Existing law: Gender Pay Gap Reporting The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 (2017 No. 353)
Effective date: March 30th, 2026
Report to: UK Government portal (online, annually)
Requirement: deadline to publish Gender Pay Gap data.
Applies to: most public sector organizations (250+ employees)
USA - Illinois
Existing law: Equal Pay Registration Certificate (EPRC) Recertification - Illinois Equal Pay Act (IEPA) of 2003, Chapter 820 ILCS 112/11
Effective date: March 24th, 2026/Other date for new businesses
Report to: DOL - EPRC online portal (biennially)
Requirement: re-certification deadline to submit required pay and demographic data for businesses already transacting business on March 23, 2021. Additionally, the Department of Labour will assign new businesses falling under the requirements a date by which they must submit an application to obtain an equal pay registration certificate.
Applies to: Illinois employers with 100+ employees in the State of Illinois
France
Existing law: Gender Equality Index Article L. 1142-8 of the Labour Code introduced by Law No. 2018-771 of September 5, 2018, on the Freedom to Choose the Professional Future
Effective date: March 1st, 2026
Report to: EGAPRO online portal
Requirement: publish gender equality index scores.
Applies to: employers with 50+ employees
Belgium
Existing law: Gender Pay Gap Analysis Report APRIL 25, 2014. - Royal Decree on the analysis report on the structure of workers' remuneration
Effective date: March 31st, 2026
Report to: the work council or - in its absence - to the trade union delegation (biennially)
Requirement: report gender pay gap data.
Applies to: employers with 50+ employees
USA - New Jersey
Existing law: Equal Pay Report Equal Pay Act
Effective date: March 31st, 2026
Report to: the Commissioner of Labor and Workforce 14 Development (annually)
Requirement: employers filing Reports for Qualifying Services must submit the reports for the preceding year, using employment figures from any pay period in October through December.
April 2026
United Kingdom (Private/voluntary)
Existing law: Gender Pay Gap Reporting - The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017
Effective date: April 4th, 2026
Report to: UK Government portal (online, annually)
Requirement: deadline to publish their Gender Pay Gap data.
Applies to: private and voluntary sector organizations (250+ employees)
Portugal
Existing law: Single Report - Portaria n.º 55/2010, de 21 de Janeiro ((Ministerial Order No. 55/2010, of January 21)
Effective date: April 15th, 2026
Report to: electronic submission to the Ministry of Labour, Solidarity, and Social Security (MTSSS).
Requirement: submit the Single Report (Relatório Único)
Applies to: all employers with at least one employee
May 2026
USA - California
Updated law: Pay Data Reporting - Senate Bill 1162, as amended by Senate Bill 464 (the amendment regarding the new categories will take effect on 1 Jan 2027)
Effective date: May 13th, 2026
Report to: Online to the Workplace Gender Equality Agency (WGEA) (annually)
Requirement: deadline - second Wednesday in May - to submit detailed pay and demographic data reports to the Civil Rights Department (covering 2025 data). Prepare for mandatory penalties (SB 464, 2026) and the introduction of 23 new job categories in 2027 (based on 2026 data).
Applies to: California employers with 100+ employees.
Australia
Existing law: Gender Equality Reporting Data - Workplace Gender Equality Act 2012 (WGE Act)
Effective date: (April 1st to) May 31th, 2026
Report to: Online to the Workplace Gender Equality Agency (WGEA) (annually)
Requirement: submit gender equality reporting data.
Applies to: private sector employers with 100+ employees.
Australia - Victoria
Existing law: Gender equality action plan/ Progress report - Gender Equality Act ,2020 (amended 2022)
Effective date: May 1st, 2026
Report to: Gender Equality Commission (every 4 years/ 2 years)
Requirement: complete gender equality action plans every four years and progress reports every two years.
Applies to: public sector duty holders (organizations with 50+ employees)
June 2026
European Union - All Member States
New law: EU Pay Transparency Directive Transposition - EUPTD
Effective date: June 7th, 2026
Report in: job ads (continuous)
Requirement: all 27 EU Member States must have implemented the Directive's provisions into national law. This triggers:
Mandatory salary range disclosure in job ads.
Ban on salary history inquiries.
Employee right to request pay information.
Pay reporting obligations (first reporting in 2027).
Joint pay assessment.
Applies to: the EUPTD applies to employers in public and private sectors with operations and workers in the EU who have an employment contract or employment relationship.
Canada - Federal Jurisdiction
Existing law: Employment Equity Reporting - Employment Equity Act / Pay Equity Act Statement - Pay Equity Act 2021
Effective date: June 1st/June 30th, 2026
Report to: Labour Program of Employment and Social Development Canada (ESDC)/ Office of the Pay Equity Commissioner (annually)
Requirement: post first annual statement regarding Pay Equity Plan (following the 2024 plan creation).
Applies to: federally regulated employers (10+ employees)
Israel
Existing law: Pay Gap Report - Male and Female Workers Equal Pay Law (Amendment No. 6), 5780-2020
Effective date: June 1st, 2026
Report in: No need for submission, potential audit by Equal Employment Opportunities Commission (EEOC), which operates under the Ministry of Labor, Social Affairs, and Social Services (or formerly the Ministry of Economy and Industry).
Requirement: submit equal pay reports.
Applies to: employers with 519+ employees
Japan (where applicable)
Existing law: General Employer Action Plan - Act on Promotion of Women's Participation and Advancement in the Workplace
Effective date: June 30th, 2026
Report in: Ministry of Health, Labour and Welfare (annually)
Requirement: submit Action plans within 3 months from the end of their financial year (which usually falls on March 31). Employers with more than 300 employees must also disclose their gender pay gap in their annual "general employer action plans".
Applies to: employers with 100+ employees.
July 2026
No reporting deadlines for this month.
August 2026
Brazil
Existing law: Data requiested for the Salary Transparency and Remuneration Criteria Report - NORMATIVE INSTRUCTION GM /MTE NO. 6, OF SEPTEMBER 17, 2024 - DOU - Imprensa Nacional, based on LEI Nº 14.611 DE 3 DE JULHO DE 2023
Effective date: August 31st, 2026
Report in: Ministry of Labor and Employment via Emprega Brazil Portal (biannually)
Requirement: submit electronically specific data regarding their employees and employment practices twice a year, in February and August. The information will be consolidated by the Ministry of Labor and Employment for the previous six-month period and used to compile the biannual "Salary Transparency and Remuneration Criteria Report", published twice a year, in March and September.
Applies to: private legal entities with 100+ employees.
Canada - Federal (CAF - Canadian Armed Forces)
Existing law: Pay Equity Plans - Pay Equity Act
Effective date: August 31st, 2026
Report in: Publicly available (every 5 years)
Requirement: Deadline to publish the Pay Equity Plan for members of the Canadian Armed Forces (CAF)
Applies to: Treasury Board of Canada Secretariat (TBS)
September 2026
No reporting deadlines for this month.
October 2026
South Africa
Existing law: Employment Equity Reporting - Employment Equity Act (EEA) 55 of 1998, as amended (latest, Employment Equity Amendment Act 4 of 2022) and Employment Equity Regulations, 2025 (General Administrative EE Regulations).
Effective date: First working day of October - same year
Report in: The Department of Employment and Labour (manual submission, annually)
Requirement: submission of EEA2 (Report on Employment Equity) & EEA4 (Income Differential Statements) Forms with 2026 data to the Department of Employment and Labour, which includes pay analysis by occupational level, gender, and race.
Applies to: Designated employers with 50+ employees.
Australia
Existing law: Gender Equality Reporting Data - Workplace Gender Equality Act 2012 (WGE Act)
Effective date: (September 1st to) October 31st
Report in: online to the Workplace Gender Equality Agency (WGEA).
Requirement: submit gender equality reporting data
Applies to: Commonwealth public sector employers with 100+ employees
November 2026
Canada - British Columbia
Existing law: Pay Transparency Reporting - Phase 3 Pay Transparency Act
Effective date: November 1st
Report in: (annually)
Requirement: Phase 3 Rollout: Deadline to publish annual Pay Transparency Report.
Applies to: BC employers (public sector) with 50 or more employees in BC.
Ireland
Existing law: Gender Pay Gap Information - S.I. No. 212/2025 - Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) (Amendment) Regulations 2025
Effective date: 5 months from chosen June snapshot date, Nov 2026
Report in: publish publicly and The Gender Pay Gap Portal accessible via the Department of Children, Disability and Equality’s Web page. (annually)
Requirement: publish gender pay gap reports.
Applies to: employers with 50+ employees
December 2026
Denmark
Existing law: Gender-disaggregated Wage Statistics or Report on Equal Pay - Executive Order on the Act on Equal Pay for Men and Women
Effective date: December 31st, 2026
Report to: internal
Requirement: prepare an internal wage statistics report or, if agreed upon with employees, a report on equal pay
Applies to: employers with 35+ employees (and 10 of each gender in a work function).
Iceland
Existing law: Equal Pay Certification - Act on Equal Status and Equal Rights Irrespective of Gender
Effective date: cyclically, every 3 years from the date of the last certification or confirmation received by the company. The equal pay certification shall be renewed every three years (art. 7).
Report to: Certification body/Directorate of Equality
Requirement: applicable employers shall obtain equal pay certification following an audit by a certification body of the company's or institution's equal pay system. A company or institution with an average of 25–49 employees on an annual basis has the choice of undergoing equal pay certification according to Article 7 or equal pay confirmation provided by the Directorate of Equality.
Applies to: a company or institution with 25 or more employees on an annual basis.
Reporting without specific dates
Chile
Existing law: Equal remuneration between men and women - Ley 20.348 – Igualdad de remuneraciones entre hombres y mujeres
Report to: internal
Requirement: equal remuneration between men and women performing the same work including a register indicating the various positions or functions in the company and their essential technical characteristics.
Applies to: companies with 200+ employees
Columbia
Existing law: Equal pay for equal work - Ley 1496 de 2011 — Igualdad salarial y mecanismos contra la discriminación laboral
Report to: internal
Requirement: to guarantee equal pay and combat discrimination employers must keep employee records with specific information such as job position, gender, duties, remuneration and type of agreement or contract.
Applies to: all employers in Colombia - both public and private - with no specified exemption by employer size.
India
Existing law: The Code on Wages (with legacy Payment of Wages Act provisions) plus the Ease of Compliance to Maintain Registers under Various Labour Law Rules, 2017 - code
Report to: internal - produced on demand to labor inspectors or authorities.
Requirement: employers have the obligation to maintain registers with employees' personal information and wage information (Employee Register, Wage register, Loan and Recovery Register, Attendance Register, Register of leave).
Applies to: all employers paying wages.
Latvia
Existing law: Law on Remuneration of Officials and Employees of State and Local Government Authorities - Source
Report to: Ministry of finance
Requirement: remuneration data should be submitted for continuous review.
Applies to: public sector employers.
Lithuania
Existing law: Article 23(2) of the Lithuanian Labour Code - Source.
Report to: upon request by the labor council, or in its absence, by the trade union operating at the employer level.
Requirement: provide updated information at least once a year, employee average remuneration data, according to occupational group and gender.
Applies to: employers with 20+ employees.
Luxemburg
Existing law: Workforce Statistics - Article L.414‑3 of the Code du travail
Report to: internally, with the Internal Works Council (Délégation du personnel) and the Equality Delegate (Délégué à l’égalité)
Requirement: share statistic workforce data, including remuneration, promotions, recruitment, and transfers, broken down by gender, semi-annually (every 6 months).
Applies to: employers with 15+ employees.
Norway
Existing law: Equality and Anti‑Discrimination Act – Sections 26 and 26 a
Report to: in annual report or in another publicly available document.
Requirement: when one of the social partners in the enterprise so requires, provide an account of their activities regarding gender equality.
Applies to: public enterprises, regardless of size, private enterprises that regularly employ more than 50 employees, and private enterprises that regularly employ between 20 and 50 employees.
South Korea
Existing law: Equal Employment Opportunity and Work‑Family Balance Assistance Act - Source
Report to: Ministry of Employment and Labour
Requirement: submit Implementation Plans if their employed female employees' ratio by job type is short of the employment standard.
Applies to: public institutions and organizations prescribed by Presidential Decree, employers of businesses subject to disclosure under Article 14 (1) of the Monopoly Regulation and Fair Trade Act and Article 21 (1) of the Enforcement Decree of that Act with at least 300 employees and employers of businessed with a regular workforce of at least 500 employees.
Spain
Existing law: Real Decreto 902/2020, de 13 de octubre, de igualdad retributiva entre mujeres y hombres - Source
Report to: remuneration register is for internal keeping. Equality plan and remunderation audit must be register at the Labour and Social Security Inspectorate.
Requirement: keep a remuneration register (annual obligation). Employers with 50+ employees Equality Plan and remuneration audit.
Applies to: all employers
Sweden
Existing law: Diskrimineringslag (2008:567) on the Swedish Parliament/Legislation portal (SFS) - Source
Report to: available for review by the Equality Ombudsman (Diskrimineringsombudsmannen - DO) upon request.
Requirement: conduct an annual pay survey in writing. Employers with 25+ employees should provide annual Equality plans.
Applies to: employers with 20+ employees
Switzerland
Existing law: Federal Act on Gender Equality (Switzerland) - Gleichstellungsgesetz (SR 151.1)
Report to: Federal Office for Gender Equality can request the analysis and documentation in case of audits, inspections, or if employees file a complaint.
Requirement: conduct an internal equal pay analysis for that year. The analysis should be repeated every 4 years.
Applies to: employers who employ 100+ employees at the start of any year.
USA - Federal
Existing law: Employer Information Report EEO‑1 reporting obligation stems from Section 709(c) of Title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e‑8(c))
Report to: submit and certify the EEO‑1 report electronically using the EEOC’s online filing portal
Requirement: file the EEO-1 form annually.
Applies to: private sector employers with 100+ employees, and federal contractors with 50 or more employees meeting certain criteria.