Equality bodies are part of the enforcement and support architecture of Directive (EU) 2023/970. Article 28 requires them to be competent for matters within the Directive's scope and requires Member States to promote close cooperation among equality bodies, labour inspectorates and, where applicable, social partners. Workers can also use an equality body for certain pay-information requests, and equality bodies can participate in proceedings under national criteria. The exact institution, powers and procedure depend on the Member State.
Jurisdiction: European Union
Check the competent national equality body and its procedure
Article 28 Gives Equality Bodies a Directive-Wide Role
Article 28 states that equality bodies are competent with regard to matters falling within the scope of the Directive, without displacing the competence of labour inspectorates or other bodies that enforce workers' rights. This creates a coordinated model rather than a single-agency system. The equality body may advise, support, investigate or participate in proceedings according to the national framework. Employers should identify the competent equality body in each Member State where they operate and understand how its powers interact with labour authorities and courts.
Workers Can Use Equality Bodies for Pay Information
Article 7 allows workers to request and receive specified pay information through an equality body as well as through worker representatives. This gives workers an alternative route where they need support exercising their information rights. The equality body must not disclose actual pay levels of individual workers performing the same work or work of equal value when advising on a possible claim. Employers should be prepared to respond to properly authorised requests in the form required by national law.
Equality Bodies Can Participate in Proceedings
Article 15 requires Member States to ensure that equality bodies and other qualifying entities can engage in administrative procedures or court proceedings concerning alleged infringements of equal-pay rights, according to national criteria. This can include acting on behalf of or in support of a worker where the national conditions are met. The involvement of an equality body can therefore turn an individual complaint into a more formal enforcement matter. Employers should route communications from such bodies through an appropriate legal and compliance process.
Coordination With Labour Inspectorates Is Required
Article 28 requires active measures to ensure close cooperation and coordination among labour inspectorates, equality bodies and, where applicable, social partners regarding equal pay. This reduces the risk that enforcement becomes fragmented across institutions. For employers, it means a matter raised with one body may have implications beyond that single contact point. Internal ownership should therefore be clear, with consistent facts and records available across HR, payroll, compensation and legal teams.
Member States Must Provide Adequate Resources
The Directive also requires Member States to provide equality bodies with adequate resources to carry out their functions concerning the right to equal pay. This signals that equality-body involvement is intended to be operational rather than merely symbolic. The actual staffing, investigative powers and case-handling model will differ by country. Employers should monitor official national guidance because equality bodies may publish practical interpretations, complaint procedures and educational material relevant to pay transparency compliance.
Employers Should Treat Equality-Body Contact as Formal Compliance Activity
A request or inquiry from an equality body should be logged, assigned and answered on the basis of verified records. Employers should confirm the legal basis, scope and deadline, preserve relevant evidence and avoid inconsistent explanations across teams. Confidentiality and data-protection rules remain important, but they should not be used as a reason to ignore a lawful request. A well-governed response process can reduce delay and help the organisation demonstrate that it takes equal-pay rights seriously.
Frequently Asked Questions
Is there one EU equality body?
No. Equality bodies operate at national level. Article 28 requires Member States' equality bodies to be competent for matters within the Directive's scope.
Can workers request pay information through an equality body?
Yes. Article 7(2) provides that possibility.
Can an equality body support court proceedings?
Yes, where the national criteria implementing Article 15 are met.
Related Guides
Official Sources
Requirements and practices differ by jurisdiction and organisation. Check current local law, official guidance and professional advice for a specific situation.