The European Union’s Pay Transparency Directive is set to transform workplaces across Europe, including Belgium. With an implementation deadline of 2026, this directive requires employers to adopt transparent salary practices aimed at addressing pay gaps and fostering equity. But what does this mean for Belgian companies? This guide combines the latest insights, practical advice, and an overview of the directive to help you navigate these changes effectively.
Belgium has long championed the principle of "equal pay for equal work," reinforced by the 2012 Gender Pay Gap Act. Yet, progress remains slow. In 2022, Belgium’s adjusted gender pay gap stood at 5%. While lower than many EU countries, these disparities persist, driven by unconscious biases, systemic factors, and opaque pay policies.
The EU’s directive aims to eliminate these barriers by mandating greater transparency, empowering employees, and holding employers accountable for ensuring fairness.
The directive focuses on three key pillars:
Employers must publish detailed reports on pay structures and disparities. Reporting obligations depend on the size of the organization:
If pay gaps exceeding 5% are identified and cannot be justified by objective criteria, employers must collaborate with employee representatives to resolve them.
While compliance is mandatory, salary transparency offers several strategic benefits for employers:
Belgian employers face unique challenges when implementing transparency:
Belgium’s intricate pay packages, including meal vouchers, company cars, and mobility allowances, complicate efforts to communicate total compensation clearly.
Discussing salaries openly remains taboo in some sectors and regions, requiring careful messaging and employee education.
Industries like public administration, where pay scales are standardized, differ greatly from the private sector, where flexibility is key.
Labor unions play a significant role in Belgian workplaces. Employers must engage unions early to align transparency efforts with collective bargaining agreements.
Adopting salary transparency is a chance to position your organization as a leader in fairness and equity. Transparent pay practices build trust, enhance employee satisfaction, and boost your reputation as an employer of choice.
With the 2026 deadline approaching, the time to act is now.
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