Applying to EU roles: ask for the pay range first

Juan Molina ·

New EU rules say employers should share the pay range and not ask about your salary history. Where those rules already apply, and how to use them as a LATAM candidate.

A recruiter for a European company asks a senior engineer in São Paulo, early in the process, "What are you earning now?" Many candidates from Latin America answer honestly, and the offer is then anchored to a local salary. Under new EU rules, that question is on its way out, and you can ask for the range instead.

What the EU rules say

The European Commission summarized the Pay Transparency Directive on 5 June 2026. Employers must tell candidates the starting salary or its range, in the vacancy notice or before the interview, and they may not ask candidates about their pay history (European Commission, 5 June 2026).

For a candidate, that changes the order of the conversation. The employer states what the role is worth first. You do not need to reveal what you earn today.

Where it applies, and where it does not yet

The directive needs a national law in each country. Member states had until 7 June 2026, but according to Deloitte's update as of 12 October 2026 only Italy, Lithuania, Malta and Slovakia met that deadline. Greece's law takes effect on 1 November 2026, and Estonia has transposed it in part (Deloitte Legal, 12 October 2026).

Several large hiring markets come later. Deloitte reports that the Netherlands is aiming for 1 January 2027, Denmark expects 1 March 2027 with the range disclosed before the interview, and France plans to apply its rules from 1 January 2028, while Spain's process has been delayed by an election (Deloitte Legal, 12 October 2026).

So the legal right depends on where the job is. In a country where the national law is not yet in force, the employer may not be required to share the range. It is still reasonable to ask.

How to use this in a real process

Ask for the range in the first conversation, politely and in writing: "Could you share the salary range for this role?" Most recruiters at companies preparing for the rules will have one.

If you are asked about your current salary, you can answer with your expectation for the role instead. A simple line works: "I would rather focus on the range for this position. Based on the scope, my expectation is in this band." Use a band you have researched for that country and level, not one based on your current local pay.

Be clear about what the rules cover. They concern the employer's hiring process in the EU country of the job. If the company hires you as a contractor from Latin America, the rules may not apply in the same way; that is a question to ask the recruiter directly, and, where it matters, a local lawyer.

What to do this week

  • For each European role you are considering, note the country and check its status in the Deloitte update.
  • Prepare a written request for the salary range to send before the first interview.
  • Research a pay band for the role's level and country, so your expectation is not tied to your current salary.
  • Practice a one-line answer that redirects salary-history questions to the role's range.
  • Ask whether the role would be an employee contract in the EU country or a contractor agreement.