Pay transparency: from obligation to strategic opportunity

Prepare for the pay transparency legislation and turn it into a strategic advantage

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Colleagues People & Workforce
By 7 June 2026 at the latest, the European Pay Transparency Directive must be transposed into Belgian law. The new legislation will have a direct impact on every organisation. Explore practical insights here to help you meet the upcoming transparency requirements, step by step.

Even though Belgian legislation is not yet in force, you can start preparing your organisation today. The sooner you start, the better positioned you'll be. Not just to meet your legal obligations, but to use pay transparency as a genuine advantage. 
 
 

Why is pay transparency mandatory?

The European directive aims to structurally close the gender pay gap. To do so, the EU is pushing for full pay transparency across all European companies. Belgian employers must also take action to align their HR and remuneration policies with the new legislation.

 

What is the impact of the directive on your organisation?

The directive places new obligations on employers: transparency and reporting requirements, the use of objective, gender-neutral criteria, a review of recruitment processes, employment contract clauses, and remuneration policy. 

Employers with a transparent pay policy not only meet their legal obligations, but they also help build a more inclusive and equitable workplace. 

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People from the Pay Transparency team

Pay Transparency Maturity Assessment

Whether you are just beginning to prepare or already working through your action plan, this assessment gives you a clear picture of where your organisation stands today.


In about 10 minutes, you get a personalised maturity score across four key domains: organisational complexity and governance, job architecture and classification, HR processes and recruitment, and data insights and analytics. 


Your results will arrive directly in your inbox, along with practical guidance from BDO’s specialists.

Start your assessment

Preparing for the new legislation

Acting now gives you a unique opportunity: not only to comply with the new regulations, but to turn pay transparency into a strategic advantage in the war for talent. 

A few tips: 

  • Map your current pay structure. Are there unexplained pay gaps? 
  • Review your recruitment process. Are you already communicating transparently about pay in your job postings? 
  • Put a clear job classification and pay structure in place. This is essential to meeting the various obligations. 
  • Prepare your internal communications. Employees will have questions – make sure you have answers ready. 
  • Know what data you need to report on. 

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People from the Pay Transparency team

What Belgian employers need to know about pay transparency

The EU Pay Transparency Directive will be incorporated into Belgian law by June 2026, and companies that start preparing in time will be best positioned to comply without disruption.

Get answers to the key compliance questions

Discover more insight about Pay Transparency

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Curious about what BDO can do for your organisation?  

With our Pay Transparency Roadmap, we guide you step by step towards compliance with the new legislation. Our experts will work with you to find the approach that fits your organisation best.