Axel Ronse: “The European pay transparency directive is a blow to our competitiveness”

Belgium must transpose the European pay transparency directive into national law by 7 June 2026 at the latest. The directive aims to narrow the pay gap between men and women — a laudable objective. But according to Axel Ronse, leader of the N-VA group in the Belgian Chamber of Representatives, Belgian businesses are set to face a wave of additional red tape, even though our country already ranks among Europe’s top performers.

“I fully support equal pay for equal work. But the administrative burden has to be proportionate to the benefits for employees — especially for companies that have long since put their own house in order,” Ronse says.

The directive’s ultimate impact will largely depend on how Belgium chooses to implement it, and there is room for manoeuvre. That is why Ronse tabled a resolution in the federal parliament urging the government to transpose this mandatory directive in the leanest way possible, minimising the impact on employers. The resolution was introduced today in the Social Affairs Committee.

New obligations for employers

In the European Parliament, N-VA was among the few parties that did not join the broad majority backing the directive. Its potential impact on Belgian companies will be significant. Employers will be required to introduce gender-neutral pay structures and inform job applicants of salary ranges before the recruitment process even begins. Employees will also be entitled to request the average salary of colleagues in the same role, broken down by gender.

Victims of pay discrimination will be entitled to full compensation. This covers not only back pay, but also bonuses and benefits in kind. On top of that, in the event of a complaint, employers will have to prove that no pay discrimination has occurred. This reversal of the burden of proof is likely to lead to a sharp rise in legal proceedings.

From 2027 onwards, large companies will be required to report on the average pay gap between men and women. As of 2031, this obligation will also apply to medium-sized companies with more than 100 employees. If the pay gap exceeds 5% without proper justification, companies will have to take corrective action or face substantial penalties.

Top of the class

Ronse acknowledges that the gender pay gap remains a serious issue in several EU member states, but stresses that Belgium stands out in a positive way. According to figures from Statbel, the hourly gross pay gap in Belgium stands at just 0.7%, compared with an EU average of 12%. Only Luxembourg performs better.

Belgium has had specific legislation in place since 2012, which has significantly reduced the pay gap — and it continues to narrow year after year. “With this directive, our companies risk being penalised for shortcomings elsewhere in Europe,” Ronse warns.