{"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":"juni-2026-betaaltransparantie-komt-eraan-zijn-werkgevers-er-klaar-voor","status":"publish","type":"post","link":"https:\/\/www.indufed.be\/nl\/updates\/june-2026-pay-transparency-is-coming-are-employers-ready\/","title":{"rendered":"Juni 2026: de loontransparantie komt eraan. Zijn werkgevers er klaar voor?"},"content":{"rendered":"<p class=\"wp-block-paragraph\">De Europese Richtlijn (EU) 2023\/970 over loontransparantie moet uiterlijk op 7 juni 2026 omgezet zijn in Belgisch recht.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Het doel: de loongelijkheid tussen vrouwen en mannen versterken door meer transparantie.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hoewel de Belgische omzettingswetgeving nog niet is goedgekeurd, is \u00e9\u00e9n ding zeker: bedrijven zullen verschillende HR-processen moeten aanpassen.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Wat verandert er in de praktijk?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1. <\/strong><strong>Voor werving<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>de verplichting om de kandidaat te informeren over het beginsalaris of de salarisschaal<\/li>\n\n\n\n<li>verbod op het vragen naar salarisgeschiedenis<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2. Tijdens het dienstverband<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>transparantie met betrekking tot salaris- en progressiecriteria<\/li>\n\n\n\n<li>recht voor werknemers om informatie op te vragen over hun beloning en over de gemiddelde beloning per categorie (uitgesplitst naar geslacht)<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>3. Rapportage (bedrijven met \u2265 100 werknemers)<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Verplichting om gedetailleerde rapporten te publiceren over beloningsverschillen tussen mannen en vrouwen<\/li>\n\n\n\n<li>Als een ongerechtvaardigd hiaat van \u2265 5% voorkomt in een categorie \u2192 verplicht actieplan<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Waarom nu beginnen met voorbereiden? Omdat deze verplichtingen vaak met zich meebrengen:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Functieclassificaties herzien<\/li>\n\n\n\n<li>de beloningscriteria verduidelijken en objectiveren<\/li>\n\n\n\n<li>HR- en salarisgegevens structureren<\/li>\n\n\n\n<li>HR-beslissingen documenteren<\/li>\n\n\n\n<li>wervingspraktijken aanpassen<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Salaristransparantie is niet alleen een wettelijke verplichting. Het is ook een kans om het vertrouwen, de eerlijkheid en de betrokkenheid van werknemers te versterken.<\/p>","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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