Topics

Topics — pay transparency regulated, from job posting to reporting

What is your situation?

Choose the situation that matches your business. Each topic answers one question, with the location in the regulation included.

Does it apply to me already?

• Has the pay transparency law already taken effect?
• What does it mean that the Netherlands missed the deadline for pay transparency?
• Does the pay transparency directive now apply to the public sector?
• Which pay transparency obligations also apply to small employers?
• Does the Dutch pay transparency law apply to a foreign employer?
• when exactly does the pay transparency law apply in the Netherlands
• can I already be held accountable under the EU directive itself
• does the pay transparency law also apply to temporary workers and payroll arrangements
• do trainees and on-call workers count towards the number of employees

What then needs to happen

• Must a salary be included in my job posting?
• May I state a range instead of an exact salary?
• May I still ask what an applicant currently earns?
• An employee asks about average compensation — what must I provide?
• May I prohibit employees from discussing their salary?
• Who must prove that there is no pay discrimination?
• can I still negotiate the salary after the job posting
• can an external recruitment agency still ask for my current salary
• must I also mention the salary or range in an internal job posting
• which employees may submit an information request about compensation
• can a candidate ask about the compensation level before the interview
• can I treat an employee differently after they asked about salary
• where can an employee go to lodge a complaint about pay differences

What you can do now

• What requirements does the law place on job evaluation?
• How do I determine which positions are of equal value?
• When are compensation criteria gender-neutral?
• What must be included in a remuneration policy?
• Do bonuses, company cars and allowances count in the gender pay gap calculation?
• What if my collective agreement already requires a job evaluation system?
• can I reuse my current job profiles for job evaluation
• can I still use seniority or experience to explain pay differences
• how do I compare the pay of part-time employees with full-time colleagues
• does the works council have approval rights over the remuneration policy
• what must I do if I don't yet have a job evaluation system
• must I actively inform my employees about the remuneration policy

Reporting on the gender pay gap

• From how many employees must I report on the gender pay gap?
• When must I report on the gender pay gap for the first time?
• Which data must be included in a gender pay gap report?
• What happens if there is a pay difference of more than 5 percent?
• What does a joint pay evaluation entail?
• which pay data must I start collecting now for later use
• must I report per location or for the entire organization
• must I publish the pay gap report publicly or keep it internal