Takeaways

• Belgium has partially implemented the EU Pay Transparency Directive through measures for regional portions of the public sector, but private-sector employers are not yet covered by comprehensive federal transposition legislation.
• Although private-sector employers have additional time, the Directive provides a clear roadmap for many of the requirements they should anticipate.
• Employers should use this period to prepare their compensation structures, job architecture, recruiting practices and pay data while remaining flexible to accommodate Belgium-specific requirements once federal legislation is published.

Related links

• EU Pay Transparency + Uneven Member State Adoption: Four Points for Multinational Employers
• EU Pay Transparency Transposition: Poland Rolls Out Local Recruitment Requirements as Broader Framework Emerges

Article

Although foundational legislation addressing the gender pay gap has been in place in Belgium for more than a decade, the EU Pay Transparency Directive 2023/970 requires further steps, particularly on transparency and enforcement, to fully align with the Directive’s requirements.

Belgium has partially transposed the Directive through measures applicable to portions of its public sector, including the Flemish public sector and the Brussels-Walloon Federation (French-speaking Community). Those measures, however, do not impose the Directive’s new pay transparency requirements on private-sector employers. Comprehensive federal...

Read Full Story: https://news.google.com/rss/articles/CBMi1AFBVV95cUxNcG9LNzQxU2hCcGtWWlJSNUx0...