Good to know

Directive (EU) 2023/970 requires employers to share pay information before recruitment, stops them asking candidates about pay history, gives employees the right to information about pay levels, and requires larger employers to report on the gender pay gap. Member states set the detailed rules in national law. Read the Directive on EUR-Lex ↗

In the Netherlands the Directive is implemented by the Wet implementatie Richtlijn loontransparantie mannen en vrouwen, bill 36949. On 25 October 2026 the bill was before the House of Representatives; the government aims for entry into force on 1 January 2027. In Dutch it is often referred to simply as the Wet loontransparantie.

The Directive sets phased duties, with the heaviest obligations for the largest employers. The exact thresholds and dates follow from national implementing law and differ between member states. Below those thresholds, the principle of equal pay and the transparency requirements in recruitment still apply.

The Directive applies to employers in EU member states. Organisations based elsewhere with employees in the EU can fall within the scope of the national law of the country where those employees work. The check is useful in either case, but have the legal position for your entity confirmed by a specialist.

About ten minutes: 12 questions on the essentials. You receive an immediate indication of your main points of attention.

The regular price is €1,495 excl. VAT. For now, an introductory price of €995 excl. VAT applies, a discount of €500. That covers the full question set, scores per theme, the findings, the action plan and the executive summary.

You do not pay in advance and no payment provider is involved: you confirm the order with a digital signature and receive the invoice together with the report, with payment terms as set out in our general terms and conditions.

Allow 20 to 25 minutes; that is what our test organisations needed on average. You can stop along the way; your answers are saved. The report follows within 24 to 72 hours, after review by an adviser. We then schedule the advisory session, 1 hour (online).

Advisory session, 1 hour (online). After the report we schedule an hour with a reward systems adviser. We go through the outcome with you: where the score comes from, which findings really matter and where to start. You can bring in your own situation; the instrument does not know your context, so we ask about it.

The session is included in the price and is not a sales call. You decide who joins, for instance someone from the board or from finance.

No. The check works from self-reporting on your policy, processes and data setup. No individual salary data is requested or processed.

No, and we do not claim that. The check maps what still needs to be arranged and gives you a prioritised action plan. Carrying out those measures is what moves your organisation towards compliance; the check is the starting point and the steering instrument.

You will see that in the report, with the specific points where it falls short: a method that only ranks roles, missing criteria such as effort or working conditions, or soft skills that are not taken into account.

We can then set up your job evaluation with FairSys 3.0, an analytical job evaluation system that assesses every role on the four criteria in Article 4 and records how each evaluation was reached. That is a follow-up step and not part of the check: you are free to choose any other method that meets Article 4.

Where an unexplained pay difference within a category of workers reaches 5% or more and is not corrected in time, the Directive provides for a joint pay assessment together with employee representatives. Five per cent is not a tolerance threshold: smaller unjustified differences must be addressed as well.

English and Dutch. Both versions use exactly the same questions, scoring and logic, so results are comparable across countries and entities.