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EU Pay Transparency Directive transposition activity in the Netherlands is currently in the draft stage. Although preliminary legislation circulated as early as March 2025, the collapse of the Dutch coalition government delayed the process. The current draft legislation dates from January 20, 2026 and amends the Equal Treatment of Men and Women Act of 1980.
Transposition
Likely January 1st, 2027.
First pay gap reporting due on June 7th, 2028.
100 or more employees; more frequent reporting required for companies with 250 or more employees
Employers must provide applicants with information about pay or the pay range prior to the interview so it can inform the applicant’s salary negotiations. The precise timing is up to the employer.
Categories of workers are defined as those who perform equal or equivalent work. Equal or equivalent work is determined based on the skills (including relevant behavioral skills), effort, responsibilities, and working conditions necessary for each job role.
Employers must annually inform employees of their rights. Response time for employee pay info requests is 2 months.
Transparency in small groups: No minimum group size is set to display category of worker average pay. Employees gain direct access even in small groups.
Remediation of pay gaps 5% or more must take place within 6 months after reporting date (same timeframe as EU Directive). If the pay gap is not remediated, a joint pay assessment must be conducted and the pay gap must be remediated within a reasonable period (also same as EU Directive).
Legal Interpretation
Overall, the draft legislation in the Netherlands stays very close to the EU Directive’s baseline guidance. Here is how the draft legislation addresses some key elements:
The main difference between legislation in the Netherlands and the EU Directive is the effective date. Due to the governmental turmoil during the drafting process, the Dutch government announced in 2025 that it would not make the 2026 deadline. The expected implementation date is January 1, 2027. We also note that the Dutch draft legislation requires employers with 50 or more employees to provide easy access to the criteria used to determine pay.
Even though the Netherlands is behind schedule in transposing the Directive, being compliance-ready in 2026 will help you avoid legal exposure—and elevate your workplace through building employee trust.
Our resources can help you get there. The EU Pay Transparency Directive eGuide gives a user-friendly breakdown of all the requirements. The EU Directive checklist makes sure that nothing falls through the cracks. And we’ll continue to update our transposition tracker to keep you up to speed on legislative developments across all EU markets.
Activity by member state
EU member states are working to transpose the EU Pay Transparency Directive into national law. We’ve created this page to keep track of each member state’s progress.
Starting June 2026, organizations across the EU must comply with sweeping new pay transparency and equity regulations. Our new and updated eGuide gives you the clarity, strategies, and tools you need to act now—before it’s too late.
We’ve put together a 6-Point Readiness Checklist to help you ensure every strategic step is covered before the mandatory deadline. The 2026 deadline is closer than ever. Now’s the time to secure your organization against important fines, costly litigation, and reputational damage.
Each guide, article or webinar is designed to help you navigate common pain points and complex compliance challenges with confidence. Learn from beqom’s thought leaders who distill complex topics into accessible, actionable recommendations. We provide proven frameworks and real-world examples, keeping you up to date with the latest legislation and helping you stay compliant while driving employee engagement.
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Frankreichs aktuelle Berichtspflicht zum Pay Gap wurde 2018 eingeführt und schrittweise ausgerollt. Der erforderliche Bericht (Index de l’égalité professionnelle femmes-hommes) wird im Englischen als „Gender Equality Index“ bezeichnet.
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