The EU Pay Transparency Directive stipulates that member states must transpose their provisions into national law by June 7, 2026. Germany is eagerly awaiting the presentation of the corresponding draft law, after the Commission for the "Low-Bureaucracy Implementation of the Pay Transparency Directive" submitted its final report on October 24, 2025, with proposals for implementation. The implementation of the Directive will lead to an amendment of the current Pay Transparency Act in Germany, as the Directive not only has a broader scope than the German law, but also provides for more extensive rights and obligations with regard to individual information rights and reporting obligations. Among other things, German employees will be able to request information on the average remuneration of the comparison group consisting of employees of the opposite gender if these employees perform the same or equivalent work. The current Pay Transparency Act provides for such a right to information only with regard to median remuneration.1
Just one day before the final report was submitted, however, the German Federal Labor Court issued a crucial decision clarifying the rules on the burden of proof under the Pay Transparency Act (Federal Labor Court, ruling of October 23, 2025 – 8 AZR 300/24). In the underlying case, a female department head at an automobile manufacturer asserted that her remuneration should be raised to the level of a specific male department head, not just the median...
The ABA’s 2026 False Claims Act Mock Trial Institute, held in New Orleans this year and sold out, once again offered a bevy of lessons, information, and insight. As always, the FCA Mock Trial Inst...