Two figures, two questions

The unadjusted gender pay gap compares the average gross hourly earnings of all women and men. For 2025 Destatis reports 16 per cent: women earned 22.81 euros an hour, men 27.05 euros (16 per cent in 2024, 18 per cent in 2023). The adjusted gap compares women and men with similar sector, occupation, skill level and working hours: 6 per cent (2025). Of the hourly difference of 4.24 euros, around 60 per cent can be explained (19 per cent by working hours, 18 per cent by sectors and occupations, 13 per cent by skill level). Destatis calls this an upper limit for possible pay discrimination, not proof of it. Career breaks are not captured.

Where the difference comes from

Women work more often in lower-paid occupations and in part-time jobs. In 2025, women held 30.3 per cent of leadership positions and made up 47.1 per cent of those in work. The wider gender gap in the labour market was 37 per cent (hours gap 18 per cent, employment gap 8 per cent). The gender care gap for 2022 was 43.4 per cent: about 29.5 hours of unpaid work a week for women, 20.5 for men.

What has applied since 2017

The Pay Transparency Act (Entgelttransparenzgesetz) entered into force on 6 July 2017. Employees who name a comparator job have a right to information; under section 12(1), it applies in establishments that usually have more than 200 employees with the same employer. In ruling 8 AZR 300/24 (23 October 2025), the Federal Labour Court held that one better-paid comparator doing equal or equivalent work can suffice to presume discrimination. In ruling 8 AZR 83/25 (19 February 2026), it held that the right covers only the last completed calendar year and the establishment, not the whole company.

The EU directive and the German position

Directive (EU) 2023/970 of 10 May 2023 should have been transposed by 7 June 2026. It provides for a right to information and reporting duties from 100 employees, starting annually on 7 June 2027 for 250 or more. A joint pay assessment is due where a report shows an unjustified difference of at least 5 per cent that is not remedied within six months. As of 13 November 2026 the deadline has passed. According to the Federal Government's reply of 8 July 2026, the ministry is preparing a draft and no legislative procedure has begun. Whether employees can already rely on the directive is disputed. This is not legal advice.

This is a summary. The full German article with all details is at the same address under the German site.