Your job evaluation and gender pay gap in focus
The honest answer is: not quite yet, and yet you are better off starting now. The European deadline passed on 7 June 2026, the Dutch law is still with the Second Chamber, and the cabinet aims for 1 January 2027. What applies then takes months to set up.
Free, without an account, with the relevant article from the directive for each answer.
What employers say about this
"We only have twenty people, this is for large companies"
Understandable, because that is how it is written about — almost all pieces focus on the reporting obligation from one hundred employees. But that is the only obligation with a threshold. The vacancy information, the ban on the salary question and the gender-neutral criteria also apply at twenty people.
What applies to me? →"The law has been postponed, so we still have time"
The Dutch law has indeed not yet been adopted. But the European deadline has passed, judges have been taking that into account since then, and for the government and semi-public employers the directive may now already apply directly. And setting it up takes months.
What exactly does that mean →"Our vacancies are surely in order"
Often they are, and then the check will simply say so. Where it usually goes wrong is not in the vacancy text itself but in the application form below it: "what do you earn now?" has been sitting there for years, and that question will no longer be allowed later.
Paste your vacancy →Why you can rely on us to check
Under each topic is where it comes from: the article from Directive (EU) 2023/970 itself, and where it concerns the Dutch implementation, the bill before the Second Chamber. We call the latter a bill and not a law, because that is what it is: the plenary debate has not yet taken place and the First Chamber still has to deliberate on it afterwards. For each country, the date we last checked it is listed.
The texts are written with AI based on those sources, go through a technical check that places every statement next to its source, and are approved by a person before they appear. See how we work.
What this is not: we do not pass judgment on whether a pay difference is justified. Our calculation module calculates — a difference of 7% is a difference of 7% — and whether that can be explained by objective, gender-neutral criteria is for you to determine. We do not provide advice on what an individual employee should earn, do not process payroll, and are not a certification mark. For an assessment of your specific situation, consult a lawyer or the Equal Treatment Commission.
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Read more →Start with your own situation
Five questions, and you will know which obligations apply to your size and from when.
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