Insights & articles
Everything about pay transparency, the EU directive and how to ensure fair compensation.
Why the burden of proof shifts from employee to employer
Under the new pay transparency directive, the burden of proof is reversed. If an employee suspects discrimination, the employer must now prove it did not occur.
Council of State warns: regulatory burden of pay transparency bill is too high
The Council of State rules the pay transparency bill places excessive burden on employers. Five critiques and how to keep compliance manageable.
Council of State confirms: equal pay outweighs dispensation
The Administrative Jurisdiction Division rejects dispensation from the ABU CBA. Six insights from the ruling and what they mean for employers and staffing agencies.
Pay transparency for staffing agencies: what does the Dutch draft law require?
Per obligation: what applies to a regular employer, what changes for staffing agencies, and where reporting and LIV category averages sit under the draft law.
Pay Transparency Directive applies to employers under 100 too
The reporting obligation starts at 100 employees. Pay information requests, gender-neutral job evaluation and burden of proof apply to every employer.
Your CBA covers less than you think for pay transparency
A CBA provides salary scales, but doesn't cover the pay transparency directive. Read which obligations remain with the employer and how to bridge the gap.
AFAS and pay transparency: where do you stand?
AFAS covers payroll administration, but the EU Pay Transparency Directive requires more. Read what AFAS offers and where Payqual complements.
Sharing reports with employees: the three obligations
Actively share item g, consult the works council in advance, and explain on request. What the Dutch draft law requires and how to set up an internal route.
Proactively make pay criteria available
Employers must provide access to criteria for pay, pay levels and pay progression without a request. Read what Article 10a Wgbmv requires and consequences of non-compliance.
Annual pay information notice: what must you do?
Employers must annually inform employees about the right to pay information and the request steps. This applies to all employers.
Pay gap in practice
Female judges discriminated and companies failing to report: two news stories showing why pay transparency is urgent.
Pay disclosure obligation
Every employee can request salary information, regardless of company size. You have two months to respond.
Objective and gender-neutral job classification
What does objective and gender-neutral job classification mean under the EU Pay Transparency Directive?
Reporting obligation
The EU Pay Transparency Directive requires periodic reporting on pay differences.
Recruitment information obligation
What must you communicate as an employer when posting a vacancy? The EU directive requires upfront salary information.