Netherlands' package of measures gives further clarity on employers' obligations under the Gender Pay Transparency Directive

At a glance

• The draft bill implementing the core obligations required by the Gender Pay Transparency Directive (Directive) continues to be debated by the House of Representatives.
• The next stage will be for the bill to move to the Senate for further discussion.
• In the meantime, internet consultations have been carried out on draft measures which flesh out the detail of some of the core Directive obligations.
• The consultation periods have now ended and next steps are awaited.

The draft bill implementing the Directive has yet to be finalised but is continuing to make progress in the parliamentary process (see our earlier article).

In the meantime, a draft general administrative order has been published for internet consultation.  This order clarifies how some of the core Directive obligations will apply in the Netherlands by setting out the requirements which trigger the obligation to report gender pay gap data and the pay definitions which apply. It also provides further clarity on employees' rights to request pay information.

The order indicates that pay gap reporting will not be triggered for employers with 150 or more employees until 7 June 2028 (and 2031 for employers with 100 – 149 employees).

The consultation period ended on 31 July 2026. The draft order will not be finalised until the legislative process has been concluded.

On 9 July 2026, a further draft ministerial regulation was published for internet consultation. With the aim of helping ensure that the pay report is drawn up by all relevant employers in a consistent, prescribed manner and facilitating the comparison of reports between different employers, the regulation sets out the proposed calculation methods for pay reporting and also includes a suggested report template to assist with completing pay reports.