Is your recruitment process ready for the changes coming by June 2026

CONTACT OUR EXPERTS

 
With the implementation of the European Pay Transparency Directive set for June 2026, employers will face crucial responsibilities regarding pay transparency. This directive imposes that compensation should be based on objective and gender-neutral criteria, resulting in significant changes in the recruitment process. 
 

Understanding the right to information 

Employees have the right to know their starting salary. This means candidates should be informed of the starting salary or salary range for a position prior to salary negotiations. Such transparency not only fosters trust but also establishes a fair foundation for salary negotiations. 

Here are some effective ways to communicate this: 

  • In job vacancies: clearly state the starting salary or salary range in the job posting. 
  • Before the interview: communicate the starting salary or relevant pay scale to the candidate by email or telephone.

Employers are not allowed to ask candidates about their salary at their current or previous employer. This prohibition is intended to protect candidates from discrimination and ensure that compensation is determined fairly based on the role and the candidate's experience, rather than their past earnings. 

Key recruitment aspects that will evolve

The pay transparency directive will impact different parts of the recruitment process: 

  1. Gender-neutral job postings

Employers should ensure that job descriptions and titles are gender-neutral, helping attract a wider and more diverse talent pool. 

  1. Non-discriminatory recruitment practices

It is essential to review and refine recruitment processes to eliminate discrimination. This includes training recruiters and hiring managers on unconscious bias and implementing objective evaluation criteria. 

  1. Clear communication of salary ranges

Employers need to thoughtfully consider the salary ranges communicated to candidates to ensure they reflect fair and competitive compensation in line with market standards. 

  1. Building transparency and trust

By openly discussing salary structures and criteria, employers can earn candidates' trust and cultivate a reputation as a fair and equitable employer. 

Conclusion

These changes represent a significant step towards a more equitable and transparent labor market. By proactively adapting your recruitment processes to comply with the new directives, you not only fulfill legal obligations but also contribute to creating an inclusive and fair workplace.

For expert guidance to implement these changes, please reach out to our expert at BDO:

For expert guidance to implement these changes, please reach out to our experts at BDO:

Kathleen Bracke
Kathleen Bracke
Advisor
kathleen.bracke@bdo.be
Charline Leflot
Charline Leflot
Senior manager
charline.leflot@bdo.be
Natalie Bastiaens
Natalie Bastiaens
Partner
natalie.bastiaens@bdo.be

If you liked this article, you may also be interested in the article below.