From June 2026, Europe will introduce a new directive around wage transparency. This should encourage employers to clearly show how wages are established, why differences exist and when a difference should be corrected.
The reason for this rule is understandable: the gender pay gap persists. Belgium has until June 2026 to transpose the directive into national law. What will change? And what does it mean for you as an employee or job applicant? We are happy to explain it to you.
What the directive means in concrete terms
The crux of the directive is simple: employers must be able to explain how wages are arrived at. Not as an administrative exercise, but as a guarantee that differences are logical and demonstrable. From June this year, employers must therefore provide insight into the following:
- how the wage policy works
- what criteria are used to determine wages
- what average wages apply within comparable functions
- And why wage differentials exist.
When a difference exceeds 5% and cannot be logically explained, an employer must intervene. That means: analysing the difference, explaining it and correcting it where necessary. In larger organisations, this includes recurrent reporting. Important: your individual pay is not disclosed. Transparency always applies at group level.
More control over your own pay
The biggest change is clarity. You will better understand how your pay is structured and what factors are involved: experience, responsibilities, skills, seniority, ... You won't see the exact amount a colleague earns, but you will see how your pay compares to the average within your position. That average is corrected based on objective criteria such as experience and responsibility, so you get a comparison that is right.
You also get new rights. You may ask how your pay is structured and how it compares with similar roles. Employers must provide that information. That makes conversations about evaluation or advancement more concrete. You no longer have to wonder if your pay is correct, you can engage in dialogue.
Besides, transparency is not there to put everyone on an equal footing. It is there to show why differences exist. What is logical is given context. What is not logical becomes visible.
If a wage difference cannot be explained, the employer must prove that there is no discrimination. If that fails, you are entitled to compensation.
The guideline is not a magnifying glass to look for problems. It is a framework that makes conversations more honest.
Stronger at the negotiating table
Experience is also changing when you apply for a job. From 2026, an employer has to make it clear before the first interview what starting wage or pay range goes with the job. So you'll know sooner whether a job offer fits your expectations. No more surprises at the end of the process.
In addition, employers should no longer ask about your salary. The amount you used to earn should no longer be a basis for new negotiations. You may still voluntarily share it, but you don't have to. This makes for a fairer starting point.
Because companies will soon have to explain why a wage is granted, negotiations will become more substantive and less intuitive. You discuss not just the amount, but the criteria on which that amount is based. That means you are also in a stronger position: if you can show that you meet the requirements of a higher scale, that is a valid argument.
Red flags remain visible, by the way. A pay fork that is very broad with no explanation. Vague criteria, asking about your previous salary. These are signals that a policy is not yet on point and that gives you information during your selection process.
You know faster whether a route is worthwhile. That saves time, both for you and the employer.
What you can already do now
Wage transparency changes the rules of the game, even if we do not yet know exactly how the directive will translate into Belgian law. What you can already do now: understand how your pay is structured and what your rights are. Those who understand this will be in a stronger position for a conversation, a choice or a next step.
Are you thinking about your next step and want to take it well prepared? We are happy to think with you.
