{"id":2509,"date":"2026-03-19T10:32:00","date_gmt":"2026-03-19T09:32:00","guid":{"rendered":"https:\/\/www.indufed.be\/?p=2509"},"modified":"2026-04-03T10:35:30","modified_gmt":"2026-04-03T08:35:30","slug":"june-2026-pay-transparency-is-coming-are-employers-ready","status":"publish","type":"post","link":"https:\/\/www.indufed.be\/en\/updates\/june-2026-pay-transparency-is-coming-are-employers-ready\/","title":{"rendered":"June 2026: pay transparency is coming. Are employers ready?"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">European Directive (EU) 2023\/970 on pay transparency must be transposed into Belgian law by 7 June 2026 at the latest.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Its aim: to strengthen pay equality between women and men through greater transparency.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Although the Belgian transposition legislation has not yet been adopted, one thing is certain: companies will have to adapt several HR processes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What will change in practice:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1. <\/strong><strong>Before recruitment<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>obligation to inform the candidate of the starting salary or salary range<\/li>\n\n\n\n<li>prohibition on asking for salary history<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2. During employment<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>transparency regarding pay and progression criteria<\/li>\n\n\n\n<li>right for employees to request information on their pay and on average pay by category (broken down by gender)<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>3. Reporting (companies with \u2265 100 employees)<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Obligation to publish detailed reports on gender pay gaps<\/li>\n\n\n\n<li>If an unjustified gap of \u2265 5% appears in a category \u2192 mandatory action plan<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Why start preparing now? Because these obligations often involve:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Reviewing job classifications<\/li>\n\n\n\n<li>clarifying and objectifying remuneration criteria<\/li>\n\n\n\n<li>structuring HR and payroll data<\/li>\n\n\n\n<li>documenting HR decisions<\/li>\n\n\n\n<li>adapting recruitment practices<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Pay transparency is not just a legal obligation. It is also an opportunity to strengthen trust, fairness and employee engagement.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>European Directive (EU) 2023\/970 on pay transparency must be transposed into Belgian law by 7 June 2026 at the latest. Its aim: to strengthen pay equality between women and men through greater transparency. Although the Belgian transposition legislation has not yet been adopted, one thing is certain: companies will have to adapt several HR processes. 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