The new Gender Pay Transparency Act is expected to take effect in the Netherlands on January 1, 2027. From then on, employers must be able to demonstrate that men and women are paid equally for equal or equivalent work. This legal obligation will impact multiple areas of the organization, including job evaluation, pay structures, recruitment and selection, and internal communication.

Preparing for this pay transparency requirement requires time, careful analysis and an understanding of existing processes and pay data. Starting on time is essential to reduce risks of enforcement and administrative fines and to avoid internal questions or complaints.

To support organizations in this, we have developed a practical and structured step-by-step plan. This roadmap provides clear insight into the actions needed to be compliant in a timely manner and helps organizations to structurally and sustainably manage pay gap risks.