Gender pay hole. Credit score: Tumisu, Pixabay
The Dutch authorities has revealed a draft invoice to implement the EU Pay Transparency Directive, with the objective of assembly the bloc-wide deadline of June 7, 2026.
The transfer brings the Netherlands according to nations like Germany, Eire, and Poland, which have already begun adopting the Directive’s measures.
In line with ICLG, “the Dutch authorities has vacated the Brussels naughty step with the current publication of a draft invoice.”
What the brand new Dutch legislation on the gender pay hole will entail
The invoice, formally titled Wetsvoorstel implementatie richtlijn loontransparantie, consists of a number of transparency and reporting obligations designed to scale back the gender pay gap. As Baker McKenzie explains, ‘The Dutch authorities has opted to incorporate solely the required measures from the Directive for implementation.’
In line with the weblog, the draft laws requires that:
- ‘Employers should inform job seekers concerning the beginning wage or pay scale and related collective labour settlement provisions within the job posting or earlier than the interview.’
- ‘Employers can’t inquire about earlier salaries.’
- ‘Employers should guarantee job postings and recruitment processes are gender-neutral and non-discriminatory.’
- ‘Workers have the suitable to details about the pay coverage and its growth.’
- ‘Workers can request written details about their particular person pay stage and the typical pay ranges, damaged down by gender, for related roles. Employers should present this data inside two months of the request.’
The invoice additionally expands Works Council involvement, stating that ‘the Works Council’s consent rights might be expanded to incorporate selections on gender-neutral standards for the corporate’s wage construction’ if a gender pay hole of greater than 5 per cent is discovered.
Reporting guidelines for bigger employers
As ICLG confirms, ‘organisations with 250 or extra staff should report yearly, whereas these using between 100 and 249 employees members will report each three years, with the primary reporting deadline scheduled for June 7, 2027.’
Baker McKenzie notes that employers who violate the foundations can count on fines of as much as EUR 10,300 per violation.
This legislative transfer may make the Dutch job market extra simply – particularly for girls and youthful employees. With deadlines shortly approaching, employers throughout the Netherlands are inspired to assessment their pay insurance policies and get forward of those new obligations.
Public session on the draft legislation closes on Could 7, 2025, and the invoice is anticipated to be submitted to the Home of Representatives in Q3 2025, based on Baker McKenzie.
View all news from the Netherlands.
