A large faction in the Belgian Parliament took action to push the country toward transposing the EU Pay Transparency Directive (EUPTD). A Proposal for a Resolution was formally submitted to the House of Representatives Jan. 26, 2026 by the New Flemish Alliance (N-VA), the largest party in the Flemish Parliament.
While the resolution, if adopted, will not constitute legislation, it applies political pressure on the federal government to move forward with implementation of the Directive.
As a reminder, the French Community of Belgium partially transposed elements of the Directive for public entities, which took effect Jan. 1, 2025.
What Is the Legal Significance of the Resolution?
If adopted, the resolution would:
- Express Parliament’s policy position on how Belgium should approach EUPTD transposition
- Encourage government action, without creating binding legal obligations
- Leave full implementation dependent on future legislative or regulatory measures by the federal government
In short, this is an important political signal, but not yet a compliance trigger for employers.
Key Themes of the Proposal
The 11-page proposal emphasizes minimizing administrative burden while leveraging Belgium’s existing pay equity framework. Notably, it:
- Calls on the federal government to implement the EU Pay Transparency Directive in a way that aligns with existing Belgian laws and procedures
- Provides an overview of Belgium’s current legal framework, including:
- A 2007 anti-discrimination law
- A 2012 law addressing the gender pay gap
Existing Obligations Under Belgian Law
Under the 2012 gender pay gap law, employers with 50 or more employees must:
- Produce a biennial report on their employee pay structure
- Exclude certain information where the number of affected employees is three or fewer, to preserve confidentiality
- Submit the report to the works council, which determines whether an action plan is required
- Allow for the appointment of a formal mediator where necessary
The proposal highlights these measures as evidence that Belgium already maintains a robust pay transparency framework.
Public vs. Private Sector Approach
The resolution also addresses progress and gaps in the public sector:
- The Flemish government has prepared a draft decree to transpose EUPTD requirements for public sector employers
- However, the proposal acknowledges that legal gaps remain for other parts of the public sector across Belgium
- It recommends using the Flemish draft decree as a model for nationwide public sector transposition
For private sector employers, the proposal favors targeted updates to existing legislation, rather than creating entirely new reporting regimes.
Belgium’s Gender Pay Gap in Context
The proposal underscores that Belgium’s adjusted gender pay gap is currently 0.7%, the second lowest in the EU. On this basis, it concludes that Belgium is already effectively addressing gender pay transparency — a key factor informing its preference for limited legislative changes rather than wholesale reform.
What This Means for Employers
At this stage:
- No new EUPTD-specific obligations apply to employers in Belgium
- Existing pay reporting and equality requirements remain in force
- Federal legislative action is still required for full EUPTD transposition
Employers should continue preparing for the Directive’s June 2026 enforcement deadline, while monitoring how Belgium ultimately translates political intent into binding law.
How Trusaic Can Help
At Trusaic, we provide employers across the EU with solutions to comply confidently with the directive.
Our Complete EU Pay Transparency Solution enables compliant pay systems, ensures gender-neutral job evaluations, and automates complex reporting obligations to keep you one step ahead of EU pay transparency enforcement.
- PayParity® analyzes your rewards data (compensation/benefits in kind) and quickly identifies any unjustified inequities.. It enables you to easily comply with Article 7 (right to information) and Article 6 requirements (pay setting and progression policy).
- Our Remediation Optimization Spend Agent (R.O.S.A.) works as PayParity’s AI remediation partner to find the most cost-effective way to close nominal pay gaps to ensure compliance.
- Salary Range Finder ensures equitable pay at the point of hire to prevent any increases in pay gap and enables you to easily comply with the Directive’s salary range disclosure and salary history ban requirements.
- Pay Decisions: Generate fair, competitive offers instantly from Workday.
- Regulatory Pay Transparency Reporting™ captures your pay equity findings and generates compliant, one-click reports across all EU jurisdictions.
- Our Pay Transparency Agent answers all your pay transparency reporting questions instantly.
- Our Communications Agent crafts perfect contextual narratives in any EU language to support your annual pay reports.
Trusaic is GDPR compliant and can assist any organization in any EU state in meeting its obligations under both the EU Corporate Sustainability Reporting Directive and the EU Pay Transparency Directive.
Visit our always updated Member State Transposition Monitor to stay on top of the latest EU Pay Transparency Directive developments.
