The Pay Transparency Act (Wet loontransparantie) is the common name for the Dutch bill implementing EU Directive 2023/970 on equal pay for men and women (parliamentary file 36949). It aims to secure equal pay for equal work or work of equal value through more openness about salaries.
Table of contents
Is the Act already in force?
No. As of 22 October 2026 it is still a bill. The government submitted it to the House of Representatives (Tweede Kamer) on 21 May 2026 and amended it on 2 September 2026. Debates are expected in December 2026 and January 2027, after which the Senate (Eerste Kamer) must vote. The target date of 1 January 2027 is under pressure. The EU transposition deadline expired on 7 June 2026.
What obligations does the bill contain?
- Applicants receive information on the starting salary or pay range before the interview.
- Employers may not ask applicants about their current or previous salary.
- Employers must use an objective, gender-neutral job evaluation system.
- Employees may request information on their own pay and average pay levels, broken down by gender, for equal work.
Which employers must report?
Employers with 100 or more employees must report on the gender pay gap. According to the government, employers with 150 or more employees file their first report by 7 June 2028, covering 2027; those with 100 to 150 employees report in 2031, covering 2030. If a gap of 5% or more in a category of workers cannot be justified by objective, gender-neutral criteria and is not remedied within 6 months, a joint pay assessment with employee representatives is required.
Frequently asked questions
Will there be fines?
An amendment of September 2026 proposes fines for unequal pay. Whether it will be adopted is not yet known.
Does it affect small employers?
Yes. Reporting starts at 100 employees, but the recruitment and information rules apply to all employers under the directive.
Related terms
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