Article 1 — Subject matter
This Directive lays down minimum requirements to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women (the ‘principle of equal pay’) enshrined in Article 157 TFEU and the prohibition of discrimination laid down in Article 4 of Directive 2006/54/EC, in particular through pay transparency and reinforced enforcement mechanisms.

Art. 1


Article 2 — Scope
1. This Directive applies to employers in public and private sectors.
2. This Directive applies to all workers who have an employment contract or employment relationship as defined by law, collective agreements and/or practice in force in each Member State with consideration to the case-law of the Court of Justice.
3. For the purposes of Article 5, this Directive applies to applicants for employment.

Art. 2


Article 3 — Definitions
1. For the purposes of this Directive, the following definitions apply:
(a) ‘pay’ means the ordinary basic or minimum wage or salary and any other consideration, whether in cash or in kind, which a worker receives directly or indirectly (complementary or variable components) in respect of his or her employment from his or her employer;
(b) ‘pay level’ means gross annual pay and the corresponding gross hourly pay;
(c) ‘gender pay gap’ means the difference in average pay levels between female and male workers of an employer expressed as a percentage of the average pay level of male workers;
(d) ‘median pay level’ means the pay level at which half of the workers of an employer earn more and half of them earn less;
(e) ‘median gender pay gap’ means the difference between the median pay level of female and median pay level of male workers of an employer expressed as a percentage of the median pay level of male workers;
(f) ‘quartile pay band’ means each of four equal groups of workers into which they are divided according to their pay levels, from the lowest to the highest;
(g) ‘work of equal value’ means work that is determined to be of equal value in accordance with the non-discriminatory and objective gender-neutral criteria referred to in Article 4(4);
(h) ‘category of workers’ means workers performing the same work or work of equal value grouped in a non-arbitrary manner based on the non-discriminatory and objective gender-neutral criteria referred to in Article 4(4), by the workers’ employer and, where applicable, in cooperation with the workers’ representatives in accordance with national law and/or practice.
(i) ‘direct discrimination’ means the situation in which one person is treated less favourably on grounds of sex than another person is, has been or would be treated in a comparable situation;
(j) ‘indirect discrimination’ means the situation in which an apparently neutral provision, criterion or practice would put persons of one sex at a particular disadvantage compared with persons of the other sex, unless that provision, criterion or practice is objectively justified on the basis of a legitimate aim, and the means of achieving that aim are appropriate and necessary:
(k) ‘labour inspectorate’ means the body or bodies responsible, in accordance with national law and/or practice, for control and inspection functions in the labour market, save that, where provided for in national law, the social partners may carry out those functions;
(l) ‘equality body’ means the body or bodies designated pursuant to Article 20 of Directive 2006/54/EC;
(m) ‘workers’ representatives’ means the workers’ representatives in accordance with national law and/or practice.
2. For the purposes of this Directive, discrimination includes:
(a) harassment and sexual harassment, within the meaning of Article 2(2), point (a), of Directive 2006/54/EC, as well as any less favourable treatment based on a person’s rejection of, or submission to, such conduct, when such harassment or treatment relates to or results from the exercise of the rights provided for in this Directive;
(b) any instruction to discriminate against persons on grounds of sex;
(c) any less favourable treatment related to pregnancy or maternity leave within the meaning of Council Directive 92/85/EEC (24);
(d) any less favourable treatment, within the meaning of Directive (EU) 2019/1158 of the European Parliament and of the Council (25), based on sex, including with regard to paternity leave, parental leave or carers’ leave;
(e) intersectional discrimination, which is discrimination based on a combination of sex and any other ground or grounds of discrimination protected under Directive 2000/43/EC or 2000/78/EC.
3. Paragraph 2, point (e), shall not entail additional obligations on employers to gather data as referred to in this Directive with regard to protected grounds of discrimination other than sex.

Art. 3


Article 4 — Equal work and work of equal value
1. Member States shall take the necessary measures to ensure that employers have pay structures ensuring equal pay for equal work or work of equal value.
2. Member States shall, in consultation with equality bodies, take the necessary measures to ensure that analytical tools or methodologies are made available and are easily accessible to support and guide the assessment and comparison of the value of work in accordance with the criteria set out in this Article. Those tools or methodologies shall allow employers and/or the social partners to easily establish and use gender-neutral job evaluation and classification systems that exclude any pay discrimination on grounds of sex.
3. Where appropriate, the Commission may update Union-wide guidelines related to gender-neutral job evaluation and classification systems, in consultation with the European Institute for Gender Equality (EIGE).
4. Pay structures shall be such as to enable the assessment of whether workers are in a comparable situation in regard to the value of work on the basis of objective, gender-neutral criteria agreed with workers’ representatives where such representatives exist. Those criteria shall not be based directly or indirectly on workers’ sex. They shall include skills, effort, responsibility and working conditions, and, if appropriate, any other factors which are relevant to the specific job or position. They shall be applied in an objective gender-neutral manner, excluding any direct or indirect discrimination based on sex. In particular, relevant soft skills shall not be undervalued.

Art. 4


Article 5 — Pay transparency prior to employment
1. Applicants for employment shall have the right to receive, from the prospective employer, information about:
(a) the initial pay or its range, based on objective, gender-neutral criteria, to be attributed for the position concerned; and
(b) where applicable, the relevant provisions of the collective agreement applied by the employer in relation to the position.
Such information shall be provided in a manner such as to ensure an informed and transparent negotiation on pay, such as in a published job vacancy notice, prior to the job interview or otherwise.
2. An employer shall not ask applicants about their pay history during their current or previous employment relationships.
3. Employers shall ensure that job vacancy notices and job titles are gender-neutral and that recruitment processes are led in a non-discriminatory manner, in order not to undermine the right to equal pay for equal work or work of equal value (the ‘right to equal pay’).

Art. 5


Article 6 — Transparency of pay setting and pay progression policy
1. Employers shall make easily accessible to their workers the criteria that are used to determine workers’ pay, pay levels and pay progression. Those criteria shall be objective and gender neutral.
2. Member States may exempt employers with fewer than 50 workers from the obligation related to the pay progression set out in paragraph 1.

Art. 6


Article 7 — Right to information
1. Workers shall have the right to request and receive in writing, in accordance with paragraphs 2 and 4, information on their individual pay level and the average pay levels, broken down by sex, for categories of workers performing the same work as them or work of equal value to theirs.
2. Workers shall have the possibility to request and receive the information referred to in paragraph 1 through their workers’ representatives, in accordance with national law and/or practice. They shall also have the possibility to request and receive the information through an equality body.
If the information received is inaccurate or incomplete, workers shall have the right to request, personally or through their workers’ representatives, additional and reasonable clarifications and details regarding any of the data provided and receive a substantiated reply.
3. Employers shall inform all workers, on an annual basis, of their right to receive the information referred to in paragraph 1 and of the steps that the worker is to undertake to exercise that right.
4. Employers shall provide the information referred to in paragraph 1 within a reasonable period of time but in any event within two months from the date on which the request is made.
5. Workers shall not be prevented from disclosing their pay for the purpose of the enforcement of the principle of equal pay. In particular, Member States shall put in place measures to prohibit contractual terms that restrict workers from disclosing information about their pay.
6. Employers may require workers who have obtained information pursuant to this Article, other than information concerning their own pay or pay level, not to use that information for any purpose other than to exercise their right to equal pay.

Art. 7


Article 8 — Accessibility of information
Employers shall provide any information shared with workers or applicants for employment pursuant to Articles 5, 6 and 7 in a format which is accessible to persons with disabilities and which takes into account their particular needs.

Art. 8


Article 9 — Reporting on pay gap between female and male workers
1. Member States shall ensure that employers provide the following information concerning their organisation, in accordance with this Article:
(a) the gender pay gap;
(b) the gender pay gap in complementary or variable components;
(c) the median gender pay gap;
(d) the median gender pay gap in complementary or variable components;
(e) the proportion of female and male workers receiving complementary or variable components;
(f) the proportion of female and male workers in each quartile pay band;
(g) the gender pay gap between workers by categories of workers broken down by ordinary basic wage or salary and complementary or variable components.
2. Employers with 250 workers or more shall, by 7 June 2027 and every year thereafter, provide the information set out in paragraph 1 relating to the previous calendar year.
3. Employers with 150 to 249 workers shall, by 7 June 2027 and every three years thereafter, provide the information set out in paragraph 1 relating to the previous calendar year.
4. Employers with 100 to 149 workers shall, by 7 June 2031 and every three years thereafter, provide the information set out in paragraph 1 relating to the previous calendar year.
5. Member States shall not prevent employers with fewer than 100 workers from providing the information set out in paragraph 1 on a voluntary basis. Member States may, as a matter of national law, require employers with fewer than 100 workers to provide information on pay.
6. The accuracy of the information shall be confirmed by the employer’s management, after consulting workers’ representatives. Workers’ representatives shall have access to the methodologies applied by the employer.
7. The information referred to in paragraph 1, points (a) to (g), of this Article shall be communicated to the authority in charge of compiling and publishing such data pursuant to Article 29(3), point (c). The employer may publish the information referred to in paragraph 1, points (a) to (f), of this Article on its website or make it publicly available in another manner.
8. Member States may compile the information set out in paragraph 1, points (a) to (f), of this Article themselves, on the basis of administrative data such as data provided by employers to the tax or social security authorities. The information shall be made public pursuant to Article 29(3), point (c).
9. Employers shall provide the information referred to in paragraph 1, point (g), to all their workers and to the workers’ representatives of their workers. Employers shall provide the information to the labour inspectorate and the equality body upon request. The information from the previous four years, if available, shall also be provided upon request.
10. Workers, workers’ representatives, labour inspectorates and equality bodies shall have the right to ask employers for additional clarifications and details regarding any of the data provided, including explanations concerning any gender pay differences. Employers shall respond to such requests within a reasonable time by providing a substantiated reply. Where gender pay differences are not justified on the basis of objective, gender-neutral criteria, employers shall remedy the situation within a reasonable period of time in close cooperation with workers’ representatives, the labour inspectorate and/or the equality body.

Art. 9


Article 10 — Joint pay assessment
1. Member States shall take appropriate measures to ensure that employers who are subject to pay reporting pursuant to Article 9 conduct, in cooperation with their workers’ representatives, a joint pay assessment where all the following conditions are met:
(a) the pay reporting demonstrates a difference in the average pay level between female and male workers of at least 5 % in any category of workers;
(b) the employer has not justified such a difference in the average pay level on the basis of objective, gender-neutral criteria;
(c) the employer has not remedied such an unjustified difference in the average pay level within six months of the date of submission of the pay reporting.
2. The joint pay assessment shall be carried out in order to identify, remedy and prevent differences in pay between female and male workers which are not justified on the basis of objective, gender-neutral criteria, and shall include the following:
(a) an analysis of the proportion of female and male workers in each category of workers;
(b) information on average female and male workers’ pay levels and complementary or variable components for each category of workers;
(c) any differences in average pay levels between female and male workers in each category of workers;
(d) the reasons for such differences in average pay levels, on the basis of objective, gender-neutral criteria, if any, as established jointly by the workers’ representatives and the employer;
(e) the proportion of female and male workers who benefited from any improvement in pay following their return from maternity or paternity leave, parental leave or carers’ leave, if such improvement occurred in the relevant category of workers during the period in which the leave was taken;
(f) measures to address differences in pay if they are not justified on the basis of objective, gender-neutral criteria;
(g) an evaluation of the effectiveness of measures from previous joint pay assessments.
3. Employers shall make the joint pay assessment available to workers and workers’ representatives and shall communicate it to the monitoring body pursuant to Article 29(3), point (d). They shall make it available to the labour inspectorate and the equality body upon request.
4. When implementing the measures arising from the joint pay assessment, the employer shall remedy the unjustified differences in pay within a reasonable period of time, in close cooperation, in accordance with national law and/or practice, with the workers’ representatives. The labour inspectorate and/or the equality body may be asked to participate in the process. The implementation of the measures shall include an analysis of the existing gender-neutral job evaluation and classification systems or the establishment of such systems, to ensure that any direct or indirect pay discrimination on the grounds of sex is excluded.

Art. 10


Article 11 — Support for employers with fewer than 250 workers
Member States shall provide support, in the form of technical assistance and training, to employers with fewer than 250 workers and to the workers’ representatives concerned, to facilitate their compliance with the obligations laid down in this Directive.

Art. 11


Article 12 — Data protection
1. To the extent that any information provided pursuant to measures taken under Articles 7, 9, and 10 involves the processing of personal data, it shall be provided in accordance with Regulation (EU) 2016/679.
2. Any personal data processed pursuant to Articles 7, 9 or 10 of this Directive shall not be used for any purpose other than for the application of the principle of equal pay.
3. Member States may decide that, where the disclosure of information pursuant to Articles 7, 9 and 10 would lead to the disclosure, either directly or indirectly, of the pay of an identifiable worker, only the workers’ representatives, the labour inspectorate or the equality body shall have access to that information. The workers’ representatives or the equality body shall advise workers regarding a possible claim under this Directive without disclosing actual pay levels of individual workers performing the same work or work of equal value. For the purposes of monitoring pursuant to Article 29, the information shall be made available without restriction.

Art. 12


Article 13 — Social dialogue
Without prejudice to the autonomy of the social partners and in accordance with national law and practice, Member States shall take adequate measures to ensure the effective involvement of the social partners, by means of discussing the rights and obligations laid down in this Directive, where applicable upon their request.
Member States shall, without prejudice to the autonomy of the social partners and taking into account the diversity of national practices, take adequate measures to promote the role of the social partners and encourage the exercise of the right to collective bargaining on measures to tackle pay discrimination and its adverse impact on the valuation of jobs predominantly carried out by workers of one sex.

Art. 13


Article 14 — Defence of rights
Member States shall ensure that, after possible recourse to conciliation, court proceedings for the enforcement of rights and obligations relating to the principle of equal pay are available to all workers who consider themselves wronged by a failure to apply the principle of equal pay. Such proceedings shall be easily accessible to workers and to persons who act on their behalf, even after the end of the employment relationship in which the discrimination is alleged to have occurred.

Art. 14


Article 15 — Procedures on behalf or in support of workers
Member States shall ensure that associations, organisations, equality bodies and workers’ representatives or other legal entities which have, in accordance with criteria laid down in national law, a legitimate interest in ensuring equality between men and women, may engage in any administrative procedure or court proceedings regarding an alleged infringement of the rights or obligations relating to the principle of equal pay. They may act on behalf of, or in support of, a worker who is an alleged victim of an infringement of any right or obligation relating to the principle of equal pay, with that person’s approval.

Art. 15


Article 16 — Right to compensation
1. Member States shall ensure that any worker who has sustained damage as a result of an infringement of any right or obligation relating to the principle of equal pay has the right to claim and to obtain full compensation or reparation, as determined by the Member State, for that damage.
2. The compensation or reparation referred to in paragraph 1 shall constitute real and effective compensation or reparation, as determined by the Member State, for the loss and damage sustained, in a dissuasive and proportionate manner.
3. The compensation or reparation shall place the worker who has sustained damage in the position in which that person would have been if he or she had not been discriminated against based on sex or if there had been no infringement of any of the rights or obligations relating to the principle of equal pay. Member States shall ensure that the compensation or reparation includes full recovery of back pay and related bonuses or payments in kind, compensation for lost opportunities, non-material damage, any damage caused by other relevant factors which may include intersectional discrimination, as well as interest on arrears.
4. The compensation or reparation shall not be restricted by the fixing of a prior upper limit.

Art. 16


Article 17 — Other remedies
1. Member States shall ensure that, in the case of an infringement of rights or obligations related to the principle of equal pay, competent authorities or national courts may, in accordance with national law, at the request of the claimant and at the expense of the respondent, issue:
(a) an order to stop the infringement;
(b) an order to take measures to ensure that the rights or obligations related to the principle of equal pay are applied.
2. Where a respondent does not comply with any order issued pursuant to paragraph 1, Member States shall ensure that their competent authorities or national courts are able, where appropriate, to issue a recurring penalty payment order, with a view to ensuring compliance.

Art. 17


Article 18 — Shift of burden of proof
1. Member States shall take the appropriate measures, in accordance with their national judicial systems, to ensure that, when workers who consider themselves wronged because the principle of equal pay has not been applied to them establish before a competent authority or national court facts from which it may be presumed that there has been direct or indirect discrimination, it shall be for the respondent to prove that there has been no direct or indirect discrimination in relation to pay.
2. Member States shall ensure that, in administrative procedures or court proceedings regarding alleged direct or indirect discrimination in relation to pay, where an employer has not implemented the pay transparency obligations set out in Articles 5, 6, 7, 9 and 10, it is for the employer to prove that there has been no such discrimination.
The first subparagraph of this paragraph shall not apply where the employer proves that the infringement of the obligations set out in Articles 5, 6, 7, 9 and 10 was manifestly unintentional and of a minor character.
3. This Directive shall not prevent Member States from introducing evidential rules which are more favourable to a worker who institutes an administrative procedure or court proceedings regarding an alleged infringement of any of the rights or obligations relating to the principle of equal pay.
4. Member States need not apply paragraph 1 to procedures and proceedings in which it is for the competent authority or the national court to investigate the facts of the case.
5. This Article shall not apply to criminal proceedings, unless national law provides otherwise.

Art. 18


Article 19 — Proof of equal work or work of equal value
1. When assessing whether female and male workers are carrying out the same work or work of equal value, the assessment of whether workers are in a comparable situation shall not be limited to situations in which female and male workers work for the same employer, but shall be extended to a single source establishing the pay conditions. A single source shall exist where it stipulates the elements of pay relevant for the comparison of workers.
2. The assessment of whether workers are in a comparable situation shall not be limited to workers who are employed at the same time as the worker concerned.
3. Where no real comparator can be established, any other evidence may be used to prove alleged pay discrimination, including statistics or a comparison of how a worker would be treated in a comparable situation.

Art. 19


Article 20 — Access to evidence
1. Member States shall ensure that in proceedings concerning an equal pay claim, competent authorities or national courts are able to order the respondent to disclose any relevant evidence which lies in the respondent’s control, in accordance with national law and practice.
2. Member States shall ensure that competent authorities or national courts have the power to order the disclosure of evidence containing confidential information where they consider it relevant to the equal pay claim. Member States shall ensure that, when ordering the disclosure of such information, competent authorities or national courts have at their disposal effective measures to protect such information, in accordance with national procedural rules.
3. This Article shall not prevent Member States from maintaining or introducing rules which are more favourable to claimants.

Art. 20


Article 21 — Limitation periods
1. Member States shall ensure that national rules applicable to limitation periods for bringing equal pay claims determine when such periods begin to run, the duration thereof and the circumstances under which they may be suspended or interrupted. The limitation periods shall not begin to run before the claimant is aware, or can reasonably be expected to be aware, of an infringement. Member States may decide that limitation periods do not begin to run while the infringement is ongoing or before the end of the employment contract or employment relationship. Such limitation periods shall be no shorter than three years.
2. Member States shall ensure that a limitation period is suspended or, depending on national law, interrupted, as soon as a claimant undertakes action by bringing a complaint to the attention of the employer or by instituting proceedings before a court, directly or through the workers’ representatives, the labour inspectorate or the equality body.
3. This Article does not apply to rules on the expiry of claims.

Art. 21


Article 22 — Legal costs
Member States shall ensure that, where a respondent is successful in proceedings relating to a pay discrimination claim, national courts can assess, in accordance with national law, whether the unsuccessful claimant had reasonable grounds for bringing the claim and, if so, whether it is appropriate not to require that claimant to pay the costs of the proceedings.

Art. 22


Article 23 — Penalties
1. Member States shall lay down the rules on effective, proportionate and dissuasive penalties applicable to infringements of the rights and obligations relating to the principle of equal pay. Member States shall take all measures necessary to ensure that those rules are implemented and shall, without delay, notify the Commission of those rules and of those measures and of any subsequent amendment affecting them.
2. Member States shall ensure that the penalties referred to in paragraph 1 guarantee a real deterrent effect with regard to infringements of the rights and obligations relating to the principle of equal pay. Those penalties shall include fines, the setting of which shall be based on national law.
3. The penalties referred to in paragraph 1 shall take into account any relevant aggravating or mitigating factor applicable to the circumstances of the infringement, which may include intersectional discrimination.
4. Member States shall ensure that specific penalties apply in the case of repeated infringements of the rights and obligations relating to the principle of equal pay.
5. Member States shall take all measures necessary to ensure that the penalties provided for pursuant to this Article are effectively applied in practice.

Art. 23


Article 24 — Equal pay in public contracts and concessions
1. The appropriate measures that Member States take in accordance with Article 30(3) of Directive 2014/23/EU, Article 18(2) of Directive 2014/24/EU and Article 36(2) of Directive 2014/25/EU shall include measures to ensure that, in the performance of public contracts or concessions, economic operators comply with their obligations relating to the principle of equal pay.
2. Member States shall consider requiring contracting authorities to introduce, as appropriate, penalties and termination conditions ensuring compliance with the principle of equal pay in the performance of public contracts and concessions. Where Member States’ authorities act in accordance with Article 38(7), point (a), of Directive 2014/23/EU, Article 57(4), point (a), of Directive 2014/24/EU, or Article 80(1) of Directive 2014/25/EU in conjunction with Article 57(4), point (a), of Directive 2014/24/EU, contracting authorities may exclude or may be required by Member States to exclude any economic operator from participation in a public procurement procedure where they can demonstrate by any appropriate means an infringement of the obligations referred to in paragraph 1 of this Article, related either to a failure to comply with pay transparency obligations or a pay gap of more than 5 % in any category of workers which is not justified by the employer on the basis of objective, gender-neutral criteria. This shall be without prejudice to any other rights or obligations set out in Directive 2014/23/EU, 2014/24/EU or 2014/25/EU.

Art. 24


Article 25 — Victimisation and protection against less favourable treatment
1. Workers and their workers’ representatives shall not be treated less favourably on the ground that they have exercised their rights relating to equal pay or have supported another person in the protection of that person’s rights.
2. Member States shall introduce in their national legal systems such measures as are necessary to protect workers, including workers who are workers’ representatives, against dismissal or other adverse treatment by an employer as a reaction to a complaint within the employer’s organisation or to any administrative procedure or court proceedings for the purpose of the enforcement of any rights or obligations relating to the principle of equal pay.

Art. 25


Article 26 — Relationship with Directive 2006/54/EC
Chapter III of this Directive shall apply to proceedings concerning any right or obligation relating to the principle of equal pay set out in Article 4 of Directive 2006/54/EC.

Art. 26


Article 27 — Level of protection
1. Member States may introduce or maintain provisions that are more favourable to workers than those laid down in this Directive.
2. The implementation of this Directive shall under no circumstances constitute grounds for reducing the level of protection in the fields covered by this Directive.

Art. 27


Article 28 — Equality bodies
1. Without prejudice to the competence of labour inspectorates or other bodies that enforce the rights of workers, including the social partners, the equality bodies shall be competent with regard to matters falling within the scope of this Directive.
2. Member States shall, in accordance with national law and practice, take active measures to ensure close cooperation and coordination among the labour inspectorates, the equality bodies and, where applicable, the social partners with regard to the principle of equal pay.
3. Member States shall provide their equality bodies with the adequate resources necessary for effectively carrying out their functions with regard to the respect for the right to equal pay.

Art. 28


Article 29 — Monitoring and awareness raising
1. Member States shall ensure the consistent and coordinated monitoring of and support for the application of the principle of equal pay and the enforcement of all available remedies.
2. Each Member State shall designate a body for the monitoring and support of the implementation of national measures implementing this Directive (monitoring body) and shall make the necessary arrangements for the proper functioning thereof. The monitoring body may be part of an existing body or structure at national level. Member States may designate more than one body for the purpose of awareness-raising and data collection, provided that the monitoring and analysis functions provided for in paragraph 3, points (b), (c) and (e), are ensured by a central body.
3. Member States shall ensure that the tasks of the monitoring body include the following:
(a) raising awareness among public and private undertakings and organisations, the social partners and the public to promote the principle of equal pay and the right to pay transparency, including by addressing intersectional discrimination in relation to equal pay for equal work or work of equal value;
(b) analysing the causes of the gender pay gap and devising tools to help assess pay inequalities, making use, in particular, of the analytical work and tools of the EIGE;
(c) collecting data received from employers pursuant to Article 9(7), and promptly publishing the data referred to in Article 9(1), points (a) to (f), in an easily accessible and user-friendly manner that allows comparison between employers, sectors and regions of the Member State concerned, and ensuring that the data from the previous four years is accessible if available;
(d) collecting the joint pay assessment reports pursuant to Article 10(3);
(e) aggregating data on the number and types of pay discrimination complaints brought before the competent authorities, including equality bodies, and claims brought before the national courts.
4. By 7 June 2028 and every two years thereafter, Member States shall, in a single submission, provide the Commission with the data referred to in paragraph 3, points (c), (d), and (e).

Art. 29


Article 30 — Collective bargaining and action
This Directive shall not affect in any way the right to negotiate, conclude and enforce collective agreements or to take collective action in accordance with national law or practice.

Art. 30


Article 31 — Statistics
Member States shall, on an annual basis, provide the Commission (Eurostat) with up-to-date national data for the calculation of the gender pay gap in unadjusted form. Those statistics shall be broken down by sex, economic sector, working time (full-time/part-time), economic control (public/private ownership) and age and shall be calculated on an annual basis.
The data referred to in the first paragraph shall be transmitted from 31 January 2028 for reference year 2026.

Art. 31


Article 32 — Dissemination of information
Member States shall take active measures to ensure that the provisions which they adopt pursuant to this Directive, together with the relevant provisions already in force, are brought by all appropriate means to the attention of the persons concerned throughout their territory.

Art. 32


Article 33 — Implementation
Member States may entrust the social partners with the implementation of this Directive in accordance with national law and/or practice with regard to the role of the social partners, provided that Member States take all the necessary steps to ensure that the results sought by this Directive are guaranteed at all times. The implementation tasks entrusted to the social partners may include:
(a) the development of analytical tools or methodologies as referred to in Article 4(2);
(b) financial penalties equivalent to fines, provided that they are effective, proportionate and dissuasive.

Art. 33


Article 34 — Transposition
1. Member States shall bring into force the laws, regulations and administrative provisions necessary to comply with this Directive by 7 June 2026. They shall immediately inform the Commission thereof.
When informing the Commission, Member States shall also provide it with a summary of the results of an assessment regarding the impact of their transposition measures on workers and employers with fewer than 250 workers and a reference to where such assessment is published.
2. When Member States adopt the measures referred to in paragraph 1 they shall contain a reference to this Directive or shall be accompanied by such a reference on the occasion of their official publication. The methods of making such reference shall be laid down by Member States.

Art. 34


Article 35 — Reporting and review
1. By 7 June 2031, Member States shall inform the Commission about the implementation of this Directive and its impact in practice.
2. By 7 June 2033, the Commission shall submit a report to the European Parliament and to the Council on the implementation of this Directive. The report shall examine, _inter alia_, the employer thresholds provided for in Articles 9 and 10, as well as the 5 % trigger for the joint pay assessment provided for in Article 10(1). The Commission shall, if appropriate, propose any legislative amendments that it considers to be necessary on the basis of that report.

Art. 35


Article 36 — Entry into force
This Directive shall enter into force on the twentieth day following that of its publication in the _Official Journal of the European Union_.

Art. 36


Article 37 — Addresses
This Directive is addressed to the Member States.
Done at Strasbourg, 10 May 2023.
_For the European Parliament_
_The President_
R. METSOLA
_For the Council_
_The President_
J. ROSWALL

Art. 37


IDA Lønstatistik 2025 — Academy engineers (akademiingeniører), private sector — graduated in or before 1984. average 81471 DKK/month, median 80551, quartiles 72198-88678, 90th pct 98723. Based on 109 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 3, p.10.


IDA Lønstatistik 2025 — Academy engineers (akademiingeniører), private sector — graduation cohort 1985–1986. average 81820 DKK/month, median 79438, quartiles 73865-88594, 90th pct 94593. Based on 74 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 3, p.10.


IDA Lønstatistik 2025 — Academy engineers (akademiingeniører), private sector — graduation cohort 1987–1988. average 80263 DKK/month, median 78278, quartiles 69863-86965, 90th pct 95432. Based on 96 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 3, p.10.


IDA Lønstatistik 2025 — Academy engineers (akademiingeniører), private sector — graduation cohort 1989–1990. average 83414 DKK/month, median 83264, quartiles 73888-89587, 90th pct 100309. Based on 117 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 3, p.10.


IDA Lønstatistik 2025 — Academy engineers (akademiingeniører), private sector — graduation cohort 1991–1992. average 81019 DKK/month, median 80055, quartiles 69798-86143, 90th pct 101513. Based on 103 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 3, p.10.


IDA Lønstatistik 2025 — Academy engineers (akademiingeniører), private sector — graduation cohort 1993–1994. average 84230 DKK/month, median 80326, quartiles 70648-93182, 90th pct 109358. Based on 122 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 3, p.10.


IDA Lønstatistik 2025 — Academy engineers (akademiingeniører), private sector — graduated 1995. average 82385 DKK/month, median 80771, quartiles 74143-88594. Based on 39 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 3, p.10.


IDA Lønstatistik 2025 — Academy engineers (akademiingeniører), private sector — graduated 1996. average 87408 DKK/month, median 81676, quartiles 72522-95626. Based on 30 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 3, p.10.


IDA Lønstatistik 2025 — Academy engineers (akademiingeniører), private sector — graduated 1997. average 70937 DKK/month, median 74129. Based on 17 respondents. Limited sample (n=10–19): median shown, no quartiles. Source: IDA Lønstatistik 2025, tabel 3, p.10.


IDA Lønstatistik 2025 — Academy engineers (akademiingeniører), private sector. average 82056 DKK/month, median 80054, quartiles 71218-88781, 90th pct 100956. Based on 710 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 3, p.10.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated in or before 1985. average 81629 DKK/month, median 79198, quartiles 72036-88385, 90th pct 98498. Based on 161 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduation cohort 1986–1987. average 89367 DKK/month, median 84794, quartiles 75692-96314, 90th pct 110854. Based on 149 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduation cohort 1988–1989. average 89722 DKK/month, median 85793, quartiles 75670-97735, 90th pct 117010. Based on 164 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduation cohort 1990–1991. average 88112 DKK/month, median 85217, quartiles 75219-95469, 90th pct 106932. Based on 211 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduation cohort 1992–1993. average 86033 DKK/month, median 81490, quartiles 73397-94420, 90th pct 105871. Based on 229 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduation cohort 1994–1995. average 86014 DKK/month, median 82796, quartiles 74283-92336, 90th pct 106687. Based on 264 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 1996. average 87153 DKK/month, median 84205, quartiles 74491-90842, 90th pct 111944. Based on 127 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 1997. average 86224 DKK/month, median 81774, quartiles 73534-90246, 90th pct 105198. Based on 122 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 1998. average 85209 DKK/month, median 81046, quartiles 72803-93198, 90th pct 109817. Based on 102 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 1999. average 86190 DKK/month, median 82166, quartiles 74268-95204, 90th pct 104698. Based on 124 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2000. average 86979 DKK/month, median 81207, quartiles 75473-93602, 90th pct 112198. Based on 108 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2001. average 84691 DKK/month, median 80867, quartiles 73071-91724, 90th pct 106135. Based on 130 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2002. average 81920 DKK/month, median 80964, quartiles 73150-87798, 90th pct 99198. Based on 114 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2003. average 80895 DKK/month, median 78184, quartiles 69907-88339, 90th pct 104698. Based on 168 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2004. average 82358 DKK/month, median 79533, quartiles 71948-88441, 90th pct 100748. Based on 188 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2005. average 82569 DKK/month, median 78830, quartiles 71558-90198, 90th pct 100798. Based on 225 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2006. average 81447 DKK/month, median 79064, quartiles 70397-88098, 90th pct 99198. Based on 239 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2007. average 80541 DKK/month, median 76404, quartiles 69615-85198, 90th pct 98281. Based on 222 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2008. average 78146 DKK/month, median 75736, quartiles 69498-84174, 90th pct 92410. Based on 231 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2009. average 78634 DKK/month, median 74955, quartiles 68198-87327, 90th pct 94798. Based on 233 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2010. average 77527 DKK/month, median 76198, quartiles 68978-84219, 90th pct 92524. Based on 235 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2011. average 75271 DKK/month, median 73145, quartiles 66049-80837, 90th pct 93438. Based on 264 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2012. average 74301 DKK/month, median 73147, quartiles 65485-80859, 90th pct 89715. Based on 317 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2013. average 72320 DKK/month, median 70876, quartiles 64198-78689, 90th pct 88598. Based on 307 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2014. average 71587 DKK/month, median 69698, quartiles 62678-78785, 90th pct 87775. Based on 343 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2015. average 68387 DKK/month, median 67870, quartiles 61222-74028, 90th pct 82414. Based on 330 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2016. average 67291 DKK/month, median 65745, quartiles 59918-72363, 90th pct 81588. Based on 376 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2017. average 64770 DKK/month, median 63582, quartiles 56557-71592, 90th pct 78549. Based on 423 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2018. average 63329 DKK/month, median 61775, quartiles 56073-69257, 90th pct 76566. Based on 387 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2019. average 61330 DKK/month, median 59935, quartiles 54598-67498, 90th pct 74268. Based on 433 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2020. average 58581 DKK/month, median 57256, quartiles 52936-63283, 90th pct 69472. Based on 420 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2021. average 55926 DKK/month, median 55001, quartiles 50217-60927, 90th pct 66198. Based on 510 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2022. average 53462 DKK/month, median 52957, quartiles 48787-57957, 90th pct 62248. Based on 404 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2023. average 51882 DKK/month, median 51022, quartiles 47293-55396, 90th pct 60344. Based on 416 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2024. average 48610 DKK/month, median 48598, quartiles 45132-51255, 90th pct 55198. Based on 355 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector — graduated 2025. average 47775 DKK/month, median 47118, quartiles 44396-50598, 90th pct 54698. Based on 193 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Civil engineers (civilingeniører), private sector. average 70660 DKK/month, median 68835, quartiles 57198-80198, 90th pct 92410. Based on 9224 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 4, p.11.


IDA Lønstatistik 2025 — Technical engineers (teknikumingeniører), private sector — graduated in or before 1985. average 77633 DKK/month, median 78147, quartiles 68664-83750, 90th pct 93198. Based on 177 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 5, p.12.


IDA Lønstatistik 2025 — Technical engineers (teknikumingeniører), private sector — graduation cohort 1986–1987. average 79217 DKK/month, median 77687, quartiles 69460-87417, 90th pct 96472. Based on 178 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 5, p.12.


IDA Lønstatistik 2025 — Technical engineers (teknikumingeniører), private sector — graduation cohort 1988–1989. average 79914 DKK/month, median 77107, quartiles 69337-86785, 90th pct 97684. Based on 213 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 5, p.12.


IDA Lønstatistik 2025 — Technical engineers (teknikumingeniører), private sector — graduation cohort 1990–1991. average 80174 DKK/month, median 77898, quartiles 69098-85782, 90th pct 100492. Based on 267 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 5, p.12.


IDA Lønstatistik 2025 — Technical engineers (teknikumingeniører), private sector — graduation cohort 1992–1993. average 80037 DKK/month, median 77173, quartiles 67100-86098, 90th pct 99198. Based on 288 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 5, p.12.


IDA Lønstatistik 2025 — Technical engineers (teknikumingeniører), private sector — graduation cohort 1994–1995. average 79280 DKK/month, median 75670, quartiles 70648-85363, 90th pct 97907. Based on 248 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 5, p.12.


IDA Lønstatistik 2025 — Technical engineers (teknikumingeniører), private sector — graduated 1996. average 76501 DKK/month, median 75618, quartiles 70563-82482, 90th pct 88198. Based on 101 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 5, p.12.


IDA Lønstatistik 2025 — Technical engineers (teknikumingeniører), private sector — graduated 1997. average 71338 DKK/month, median 71256, quartiles 62968-76841. Based on 33 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 5, p.12.


IDA Lønstatistik 2025 — Technical engineers (teknikumingeniører), private sector — graduated 1998. average 80033 DKK/month. Based on 6 respondents. Small sample (n=5–9): average only. Source: IDA Lønstatistik 2025, tabel 5, p.12.


IDA Lønstatistik 2025 — Technical engineers (teknikumingeniører), private sector — graduated 1999. average 72384 DKK/month, median 68258. Based on 10 respondents. Limited sample (n=10–19): median shown, no quartiles. Source: IDA Lønstatistik 2025, tabel 5, p.12.


IDA Lønstatistik 2025 — Technical engineers (teknikumingeniører), private sector. average 79071 DKK/month, median 76933, quartiles 69128-85449, 90th pct 96139. Based on 1521 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 5, p.12.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 1996. average 79133 DKK/month, median 75660, quartiles 69555-88234. Based on 36 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 1997. average 81891 DKK/month, median 76982, quartiles 71510-90986, 90th pct 102500. Based on 107 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 1998. average 78868 DKK/month, median 77198, quartiles 70483-85878, 90th pct 95198. Based on 118 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 1999. average 80163 DKK/month, median 76540, quartiles 69172-87303, 90th pct 103828. Based on 115 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2000. average 78496 DKK/month, median 75449, quartiles 68435-84947, 90th pct 95898. Based on 148 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2001. average 77840 DKK/month, median 74791, quartiles 68132-85185, 90th pct 102075. Based on 146 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2002. average 77600 DKK/month, median 75777, quartiles 68002-84913, 90th pct 97366. Based on 117 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2003. average 78332 DKK/month, median 73602, quartiles 67038-85818, 90th pct 100474. Based on 126 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2004. average 78682 DKK/month, median 75350, quartiles 68198-85198, 90th pct 95998. Based on 165 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2005. average 73356 DKK/month, median 71693, quartiles 65137-80118, 90th pct 90447. Based on 175 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2006. average 76056 DKK/month, median 74731, quartiles 66266-83875, 90th pct 93698. Based on 164 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2007. average 76080 DKK/month, median 72605, quartiles 66790-81761, 90th pct 96198. Based on 164 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2008. average 74527 DKK/month, median 73061, quartiles 64613-83516, 90th pct 94370. Based on 136 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2009. average 72588 DKK/month, median 70235, quartiles 64773-77971, 90th pct 88105. Based on 152 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2010. average 73133 DKK/month, median 71065, quartiles 63789-81566, 90th pct 90283. Based on 127 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2011. average 72735 DKK/month, median 70765, quartiles 63093-78870, 90th pct 88359. Based on 132 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2012. average 68734 DKK/month, median 66015, quartiles 59170-75333, 90th pct 85714. Based on 145 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2013. average 69512 DKK/month, median 67459, quartiles 61777-75565, 90th pct 86710. Based on 161 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2014. average 67247 DKK/month, median 65213, quartiles 58882-73913, 90th pct 82538. Based on 158 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2015. average 67157 DKK/month, median 64671, quartiles 58636-71981, 90th pct 83414. Based on 175 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2016. average 63611 DKK/month, median 61578, quartiles 55980-70485, 90th pct 78649. Based on 207 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2017. average 62049 DKK/month, median 61565, quartiles 56094-67588, 90th pct 75340. Based on 207 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2018. average 60242 DKK/month, median 59382, quartiles 53493-65428, 90th pct 70212. Based on 241 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2019. average 58906 DKK/month, median 57668, quartiles 52002-63853, 90th pct 70364. Based on 200 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2020. average 56713 DKK/month, median 55514, quartiles 50549-60677, 90th pct 67821. Based on 262 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2021. average 53801 DKK/month, median 52138, quartiles 47998-57520, 90th pct 64522. Based on 261 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2022. average 51684 DKK/month, median 50223, quartiles 47114-55198, 90th pct 61557. Based on 296 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2023. average 49215 DKK/month, median 48362, quartiles 45149-52154, 90th pct 56549. Based on 324 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2024. average 46555 DKK/month, median 45890, quartiles 43392-49604, 90th pct 53749. Based on 304 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector — graduated 2025. average 45061 DKK/month, median 44718, quartiles 42198-47993, 90th pct 50798. Based on 189 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Diploma/export engineers, private sector. average 64963 DKK/month, median 63128, quartiles 52318-74230, 90th pct 86086. Based on 5259 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 6, p.13.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduation cohort 1988–1989. average 81634 DKK/month. Based on 6 respondents. Small sample (n=5–9): average only. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduation cohort 1990–1991. average 86748 DKK/month, median 87173. Based on 13 respondents. Limited sample (n=10–19): median shown, no quartiles. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduation cohort 1992–1993. average 83252 DKK/month, median 77768, quartiles 73426-86993. Based on 25 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduation cohort 1994–1995. average 85664 DKK/month, median 80240, quartiles 74594-88751. Based on 34 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 1996. average 84185 DKK/month, median 84693. Based on 18 respondents. Limited sample (n=10–19): median shown, no quartiles. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 1997. average 76510 DKK/month, median 77334. Based on 17 respondents. Limited sample (n=10–19): median shown, no quartiles. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 1998. average 82833 DKK/month, median 81711, quartiles 76540-88890. Based on 20 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 1999. average 79413 DKK/month, median 78705, quartiles 70058-85273. Based on 28 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2000. average 75988 DKK/month, median 78198, quartiles 67423-84670. Based on 29 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2001. average 83613 DKK/month, median 79564, quartiles 72389-90558. Based on 32 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2002. average 80884 DKK/month, median 74360, quartiles 68504-90637. Based on 24 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2003. average 79289 DKK/month, median 79091, quartiles 71724-88998. Based on 29 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2004. average 75129 DKK/month, median 73124, quartiles 68990-81911. Based on 35 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2005. average 80735 DKK/month, median 75919, quartiles 69624-87698. Based on 42 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2006. average 78722 DKK/month, median 77198, quartiles 70946-84950. Based on 49 respondents. Sample n=20–49: quartiles shown, no 90th percentile. Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2007. average 79866 DKK/month, median 77748, quartiles 70799-85757, 90th pct 97548. Based on 70 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2008. average 77283 DKK/month, median 75266, quartiles 63678-86548, 90th pct 96698. Based on 58 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2009. average 74692 DKK/month, median 72758, quartiles 65722-80084, 90th pct 90198. Based on 58 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2010. average 74059 DKK/month, median 73235, quartiles 67198-80657, 90th pct 88941. Based on 67 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2011. average 74693 DKK/month, median 72138, quartiles 65237-83091, 90th pct 93698. Based on 55 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2012. average 70241 DKK/month, median 68869, quartiles 61542-74903, 90th pct 86548. Based on 65 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2013. average 74147 DKK/month, median 72098, quartiles 64709-79300, 90th pct 93716. Based on 83 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2014. average 69865 DKK/month, median 67735, quartiles 59558-77169, 90th pct 90194. Based on 110 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2015. average 66137 DKK/month, median 65348, quartiles 59170-72286, 90th pct 78139. Based on 140 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2016. average 65642 DKK/month, median 63577, quartiles 58470-70774, 90th pct 82533. Based on 186 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2017. average 65162 DKK/month, median 63836, quartiles 58900-69992, 90th pct 78348. Based on 145 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2018. average 62112 DKK/month, median 61236, quartiles 54098-66668, 90th pct 77798. Based on 179 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2019. average 58623 DKK/month, median 57305, quartiles 51271-64342, 90th pct 73458. Based on 172 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2020. average 57288 DKK/month, median 56227, quartiles 50893-62198, 90th pct 69198. Based on 174 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2021. average 56104 DKK/month, median 55198, quartiles 49921-60398, 90th pct 67164. Based on 217 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2022. average 53557 DKK/month, median 53650, quartiles 47877-58828, 90th pct 64396. Based on 168 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2023. average 50608 DKK/month, median 49958, quartiles 46385-54318, 90th pct 58873. Based on 181 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2024. average 47787 DKK/month, median 48911, quartiles 44019-51127, 90th pct 56298. Based on 148 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector — graduated 2025. average 47013 DKK/month, median 47898, quartiles 43398-50503, 90th pct 55198. Based on 74 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — Science graduates (cand.scient.), private sector. average 64470 DKK/month, median 61916, quartiles 52807-73527, 90th pct 85062. Based on 2758 respondents. Full reliability (n≥50). Source: IDA Lønstatistik 2025, tabel 7, p.14.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduated in or before 1985. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduated in or before 1985. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduated in or before 1985. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduated in or before 1985. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduated in or before 1985. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduated in or before 1985. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduated in or before 1985. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduation cohort 1986–1987. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduation cohort 1986–1987. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduation cohort 1986–1987. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduation cohort 1986–1987. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduation cohort 1986–1987. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduation cohort 1986–1987. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduation cohort 1986–1987. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduation cohort 1988–1989. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduation cohort 1988–1989. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduation cohort 1988–1989. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduation cohort 1988–1989. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduation cohort 1988–1989. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduation cohort 1988–1989. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduation cohort 1990–1991. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduation cohort 1990–1991. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduation cohort 1990–1991. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduation cohort 1990–1991. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduation cohort 1990–1991. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduation cohort 1990–1991. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduation cohort 1990–1991. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduation cohort 1990–1991. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduation cohort 1992–1993. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduation cohort 1992–1993. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduation cohort 1992–1993. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduation cohort 1992–1993. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduation cohort 1992–1993. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduation cohort 1992–1993. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduation cohort 1992–1993. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Levnedsmiddel, graduation cohort 1992–1993. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Matematik, fysik, Geologi, graduation cohort 1992–1993. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduation cohort 1992–1993. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduation cohort 1994–1995. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduation cohort 1994–1995. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduation cohort 1994–1995. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduation cohort 1994–1995. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduation cohort 1994–1995. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduation cohort 1994–1995. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduation cohort 1994–1995. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Matematik, fysik, Geologi, graduation cohort 1994–1995. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduation cohort 1994–1995. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduated 1996. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduated 1996. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduated 1996. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduated 1996. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduated 1996. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduated 1996. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduated 1996. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduated 1996. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduated 1997. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduated 1997. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduated 1997. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduated 1997. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduated 1997. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduated 1997. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduated 1997. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Levnedsmiddel, graduated 1997. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Matematik, fysik, Geologi, graduated 1997. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduated 1997. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduated 1998. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduated 1998. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduated 1998. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduated 1998. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduated 1998. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduated 1998. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduated 1998. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Levnedsmiddel, graduated 1998. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Matematik, fysik, Geologi, graduated 1998. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduated 1998. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduated 1999. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduated 1999. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduated 1999. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduated 1999. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduated 1999. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduated 1999. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduated 1999. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Levnedsmiddel, graduated 1999. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Matematik, fysik, Geologi, graduated 1999. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduated 1999. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduated 2000. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduated 2000. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduated 2000. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduated 2000. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduated 2000. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduated 2000. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduated 2000. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Levnedsmiddel, graduated 2000. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Matematik, fysik, Geologi, graduated 2000. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduated 2000. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduated 2001. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduated 2001. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduated 2001. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduated 2001. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduated 2001. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduated 2001. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduated 2001. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Levnedsmiddel, graduated 2001. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Matematik, fysik, Geologi, graduated 2001. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduated 2001. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduated 2002. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduated 2002. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduated 2002. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduated 2002. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduated 2002. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduated 2002. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduated 2002. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Matematik, fysik, Geologi, graduated 2002. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduated 2002. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduated 2003. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduated 2003. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduated 2003. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduated 2003. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduated 2003. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduated 2003. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduated 2003. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Levnedsmiddel, graduated 2003. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Matematik, fysik, Geologi, graduated 2003. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduated 2003. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduated 2004. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduated 2004. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Elektronik, Svag/Stærkstrøm, graduated 2004. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Kemi, Biologi, Biotek, graduated 2004. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Maskin, Industriproduktion, robot mv., graduated 2004. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Energi, Miljø, graduated 2004. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Eksport, Ledelse, Forretningsudvikling, graduated 2004. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Levnedsmiddel, graduated 2004. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Matematik, fysik, Geologi, graduated 2004. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — graduated 2004. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Byggeri, Anlæg, graduated 2005. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.


IDA Lønstatistik 2025 — IDA members, private sector — Datalogi, IT, software, graduated 2005. Based on n/a respondents. Sample too small to report figures (n<5). Source: IDA Lønstatistik 2025, tabel 8, p.15.