The purpose is to shift the focus from a candidate’s salary history to the salary and employment conditions associated with the position in question.

Greater Transparency in Job Advertisements
At DTU, the new Directive means that job advertisements will now include a reference to the relevant collective agreement and the associated salary structure. This will give candidates better insight into salary and employment conditions early in the recruitment process. If a position can be filled under more than one collective agreement, all relevant agreements will be stated in the advertisement.

Employers Cannot Request Salary History from Candidates
The Directive further stipulates that DTU, as an employer, may not request or obtain information about a candidate’s current or previous salary as part of the recruitment process. Candidates may, however, choose to disclose such information voluntarily. Employers are still permitted to ask about a candidate’s salary expectations for the role.

Corporate HR Has Adjusted the Recruitment Processes
Corporate HR has adapted DTU’s recruitment processes to ensure compliance with the new requirements. Managers who are recruiting new employees will receive comprehensive guidance on the new rules as part of the recruitment process.

The bill that will implement the Directive into Danish law has not yet been adopted. However, DTU is already required to comply with certain parts of the Directive, and Corporate HR is closely monitoring developments.

If you have any questions, please feel free to contact Corporate HR.