The EU Pay Transparency Directive will become law across all 27 EU member states by 7 June 2026. For fresh produce leaders with European operations, this change affects how you handle pay, recruitment and retention.
Here’s Why Fresh Produce Companies Face Unique Challenges
The fresh produce industry doesn’t follow a typical corporate model. Many roles are seasonal, some are paid differently based on location, and others have pay linked directly to yield or quality. Most standard HR policy won’t address:
- Seasonal workers doing the same job at different times of year
- Regional pay differences between remote growing areas and city-based hubs
- Harvest bonuses linked to crop performance
- Cross-border teams, such as UK managers leading Spanish operations
These complexities require tailored, practical solutions, not off-the-shelf policies.
Key Changes You Need to Know
The directive introduces four legal requirements:
- Salary ranges must be shown in job adverts before interviews
- Employees can see pay levels and comparisons
- Gender pay gap reporting is mandatory if the gap is over 5%
- Joint pay assessments are required when issues are found
These apply to every part of the employee journey, from recruitment to promotion.
Real Industry Examples
If your Spanish site pays €38,000 for a quality manager and your Dutch site pays €52,000 for the same role, you must have a clear, documented reason for the difference, such as cost of living, scope of work or team size.
Or consider a harvest supervisor earning more during peak season than off-season. This variation must now be explained in job adverts and contracts, not just agreed informally.
Even differences based on experience or tenure must be justified with objective criteria, not just assumptions.
Common Missteps
Some companies apply the same approach across different EU countries or use general pay templates from other industries. Whilst this can be a starting point, it often misses the unique realities of fresh produce. Local insight is essential to create solutions that actually work.
Five Steps to Start Now
- Audit your pay structures and identify unexplained gaps
- Group similar roles into job families with clear career paths
- Define measurable, objective pay criteria
- Update systems to track and report pay data
- Train managers to discuss pay transparency
Why You Shouldn’t Wait
The deadline may seem far off, but some countries could implement sooner. Businesses preparing in 2025 will be in a stronger position than those who delay. It also gives time to test and refine your approach.
Where We Fit In
LCR International doesn’t provide legal advice, but we offer tailored market insights to help you manage these changes.
With our Compensation and Benefits Study, you’ll get:
- Salary benchmarks for EU and other fresh produce markets
- Help reviewing roles and comparing pay
- Easy-to-follow transparency plans
- Regular updates to stay competitive and follow the rules
Planning and timing are key in fresh produce, and it’s no different with these new rules. Taking small steps now can make a big difference later. If you're thinking about how this might impact your business, we’re always happy to talk.
At LCR International, we help fresh produce leaders find practical solutions that fit their needs. Get in touch to see how we can support your next steps.
