Summary
Big news on the employment front! The Dutch government has recently published a draft bill to implement the EU Gender Pay Transparency Directive. This proposal, aimed at narrowing gender pay gaps, is set to come into force in June 2026, following public consultation.
The bill outlines obligations for employers to assess equal job value and tackle gender pay disparities. Employers will need to establish clear pay structures, involving their works councils, to ensure all criteria are objective and gender-neutral. Internal and external reporting of salary data will also become mandatory, urging employers to voluntarily bridge any gender pay gaps.
Shifting focus to Belgium, the new government has priorities around labour market reform, targeting flexibility and cost-effectiveness. Imminent changes include wage increases for lower earners, flexible work schedules, and the introduction of a revised overtime policy, all aiming at rejuvenating the employment landscape.
Key Points
- A draft bill for the EU Gender Pay Transparency Directive was published in the Netherlands with a target enforcement date of 7 June 2026.
- Employers must establish pay structures with works council consent to identify equivalent job values and address gender pay gaps.
- Mandatory reporting obligations on pay information for employers will be phased in based on company size from June 2027.
- Belgium is gearing up for significant legal reforms to enhance its labour market, with changes aimed at reducing labour costs and promoting flexibility.
- New initiatives from the Belgian government include increasing the minimum wage and revising overtime rules to enhance employee work-life balance.
Why should I read this?
You won’t want to miss this! This article dives into pivotal upcoming changes in gender pay transparency in the Netherlands and vital reforms in Belgium’s labour market. Whether you’re an employer or employee, being informed about these shifts can make all the difference in navigating the evolving landscape of employment law.