[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Falles-over-gelijke-beloning\u002Fuitspraken-van-de-rechter-over-gelijke-beloning\u002Fuitspraken-2005-2011\u002F":3,"menu:\u002Fnl-nl:":67,"sites:htmlblocks":310,"subsites":1749,"cite-subsites":5362,"footer:nl-nl":5839,"suggested:nl-nl":5918,"cite-footer:nl-nl":5924},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":32,"body_blocks":39,"call_to_action":45,"categories":52,"owner":53,"authors":61,"related_pages":63,"related_sites":64,"in_subsite":65,"contact_page_url":7,"banner_message":66},30860,"uitspraken-2005-2011","Uitspraken 2005 - 2011",null,"","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Falles-over-gelijke-beloning\u002Fuitspraken-van-de-rechter-over-gelijke-beloning\u002Fuitspraken-2005-2011","pages.contentpage","nl_NL","2026-02-10T15:08:23.664982+00:00","2026-02-10T15:08:23.590291+00:00","\u002Fcms\u002Fpages\u002F30860\u002Fedit\u002F",[16,19,22,25,28,31],{"title":17,"slug":18},"Nederland","nl-nl",{"title":20,"slug":21},"Werk in Nederland","werk-in-nederland",{"title":23,"slug":24},"Gelijk loon","gelijk-loon",{"title":26,"slug":27},"Alles over gelijke beloning","alles-over-gelijke-beloning",{"title":29,"slug":30},"Uitspraken van de rechter over gelijke beloning","uitspraken-van-de-rechter-over-gelijke-beloning",{"title":6,"slug":5},{"title":6,"description":8,"image":33,"canonical":34,"robots":35,"og_type":36,"twitter_card":37,"locale":18,"created_at":38,"last_modified_at":38},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Falles-over-gelijke-beloning\u002Fuitspraken-van-de-rechter-over-gelijke-beloning\u002Fuitspraken-2005-2011\u002F","index, follow","website","summary_large_image","2026-02-10T16:08:23.664982+01:00",[40],{"type":41,"data":42},"text_block",{"content":43,"variant":44},"\u003Ch2>Rechterlijke uitspraken ongelijke behandeling salaris en werk, 2005 - 2011\u003C\u002Fh2>\u003Cp>\u003Cb>Uitspraken in rechtszaken waarin de Algemene Wet Gelijke Behandeling en andere gelijkebehandelingswetgeving een rol speelt bij onenigheid over salaris en andere conflicten over werk. Ze gaan niet alleen over ongelijke behandeling van mannen en vrouwen, maar ook over ongelijke behandeling op basis van onder meer leeftijd, gezondheid of geloof.\u003C\u002Fb>\u003C\u002Fp>\u003Cp>De uitspraken zijn ontleend aan \u003Ca href=\"http:\u002F\u002Fwww.rechtspraak.nl\u002F\" rel=\"nofollow noopener\" target=\"_blank\">www.rechtspraak.nl\u003C\u002Fa>. De volledige uitspraken kun je aan de hand van het LJN-nummer opzoeken op \u003Ca href=\"http:\u002F\u002Fwww.rechtspraak.nl\u002F\" rel=\"nofollow noopener\" target=\"_blank\">www.rechtspraak.nl\u003C\u002Fa>.\u003C\u002Fp>\u003Ch2>Kort geding: Hoofddoekjesverbod op rooms-katholieke school niet onrechtmatig\u003C\u002Fh2>\u003Cp>LJN: BR6764, Gerechtshof Amsterdam, 200.086.954\u002F01\u003Cbr\u002F>Datum uitspraak: 06-09-2011\u003C\u002Fp>\u003Cp>Hof volgt niet het toetsingskader van de Commissie Gelijke Behandeling. Bij bijzonder onderwijs op godsdienstige of levensbeschouwelijke grondslag past grote terughoudendheid bij de beoordeling of bepaalde eisen die een school stelt, nodig zijn voor de verwezenlijking van die grondslag. Wél moet de rechter nagaan of zulke eisen niet inconsequent worden toegepast. Algemene wet gelijke behandeling, artikel 7. \u003C\u002Fp>\u003Ch2>Recht op seniorenverlof bij overgang van onderneming\u003C\u002Fh2>\u003Cp>\u003Ca href=\"http:\u002F\u002Fdeeplink.rechtspraak.nl\u002Fuitspraak?id=ECLI:NL:RBUTR:2011:BR4269\" rel=\"nofollow noopener\" target=\"_blank\">LJN: BR4269\u003C\u002Fa>, Rechtbank Utrecht, 723973 UC EXPL 10-19520 YJ4089\u003Cbr\u002F>Datum uitspraak: 27-07-2011\u003C\u002Fp>\u003Cp>Uitleg CAO; handhaving recht op seniorenverlof bij overgang van onderneming; Wet gelijke behandeling op grond van leeftijd bij de arbeid. Volgens de kantonrechter is de (nieuwe) seniorenregeling als zodanig niet verboden als die onderscheid maakt tussen 60-minners en 60-plussers vanwege de mogelijk tot spreiding van het totaal aantal op te nemen uren. Wel had de werkgever in het kader van goed werkgeverschap werkneemster uitdrukkelijk actief moeten informeren over de nieuwe mogelijkheid om verlof te sparen resp. over de twee essentiële verschillen van de vorige en de nieuwe geharmoniseerde cao.\u003C\u002Fp>\u003Ch2>Wet gelijke behandeling op grond van handicap of chronische ziekte\u003C\u002Fh2>\u003Cp>\u003Ca href=\"http:\u002F\u002Fdeeplink.rechtspraak.nl\u002Fuitspraak?id=ECLI:NL:GHSHE:2011:BP8082\" rel=\"nofollow noopener\" target=\"_blank\">LJN: BP8082\u003C\u002Fa>, Gerechtshof 's-Hertogenbosch, HD 200.052.195\u003Cbr\u002F>Datum uitspraak: 15-03-2011\u003Cbr\u002F>\u003C\u002Fp>\u003Cp>Aan de hand van de maatstaf, omschreven in HvJEG 11 juli 2006, zaak C-13\u002F05 (Chacón Navas), NJ 2007, 496, oordeelt het hof dat werkgever Westrom geen verboden onderscheid heeft gemaakt in de zin van de Wet gelijke behandeling, nu werknemer niet geschikt is voor de functie van \"handlanger\" in de groenvoorziening. Van werkgever Westrom is niet te vergen aanpassingen voor gehandicapten te voorzien in die zin dat werknemer de door hem gestelde vrijheid wordt gelaten (zie r.o. 7.18.1.) om de essentiële taken van die functie uit te oefenen. Evenmin is gebleken dat de werkgever een arbeidsovereenkomst voor onbepaalde tijd in het vooruitzicht heeft gesteld (r.o. 7.23.). Zie ook \u003Ca href=\"https:\u002F\u002Fwww.mensenrechten.nl\u002Fnl\u002Foordeel\u002F2007-215\" rel=\"nofollow noopener\" target=\"_blank\">CGB-oordeel 2007-215\u003C\u002Fa>.\u003C\u002Fp>\u003Ch2>Ontslag in proeftijd vanwege ziekmelding\u003C\u002Fh2>\u003Cp>LJN: BO2998, Rechtbank Amsterdam, 1060573 CV EXPL 09-20848\u003Cbr\u002F>Datum uitspraak: 17-09-2010\u003C\u002Fp>\u003Cp>Werknemer vordert schadevergoeding vanwege een aan haar vanwege een ziektemelding in de proeftijd gegeven ontslag. Vordering wordt afgewezen omdat tijdens proeftijd slechts een beperkte toetsingsmogelijkheid bestaat, en niet is gebleken van strijd met de Wet Gelijke Behandeling op grond van handicap of chronische ziekte.\u003C\u002Fp>\u003Ch2>Geen urenuitbreiding wegens langdurige ziekte in voorafgaande periode\u003C\u002Fh2>\u003Cp>LJN: BN9219, Rechtbank Maastricht, 375135 CV EXPL 10-3465\u003Cbr\u002F>Datum uitspraak: 11-08-2010\u003C\u002Fp>\u003Cp>Art. 7:648 BW; direct onderscheid op grond van de Wet Gelijke Behandeling op grond van handicap of chronische ziekte; Kernoverweging: de enige reden om eiser geen urenuitbreiding te geven voor 2009 gelegen was in de langdurige ziekte van eiser. Gedaagde maakt hiermee een direct onderscheid in de zin van de WGBH\u002FCZ. Dit is alleen geoorloofd op grond van de in artikel 3 lid 1 opgenomen drie uitzonderingen. Gedaagde heeft echter gesteld noch is anderszins gebleken dat zij haar beslissing heeft genomen op basis van een van die gronden.\u003C\u002Fp>\u003Ch2>Beëindiging arbeidsovereenkomst vóór aanvang proeftijd\u003C\u002Fh2>\u003Cp>LJN: BM5297, Rechtbank Utrecht, 688886 UV EXPL 10-150\u003Cbr\u002F>Datum uitspraak:21-05-2010\u003C\u002Fp>\u003Cp>Beëindiging arbeidsovereenkomst vóór aanvang proeftijd. Verboden onderscheid op grond van de Wet gelijke behandeling op grond van handicap en chronische ziekte (WGBH\u002FCZ).\u003C\u002Fp>\u003Ch2>Sociaal plan waardoor werknemers van 62 jaar en ouder benadeeld worden ten opzichte van jongere werknemers\u003C\u002Fh2>\u003Cp>LJN: BM3939, Rechtbank 's-Hertogenbosch, 647622\u003Cbr\u002F>Datum uitspraak: 06-05-2010\u003C\u002Fp>\u003Cp>Sociaal plan houdt onder meer in dat voor werknemers van 62 jaar of ouder geen voorziening wordt getroffen, omdat deze werknemers gebruik kunnen maken van vroegpensioen. Werknemer zou hierdoor aanmerkelijk achteruitgaan in inkomen (met 35%) en bovendien een veel lager ouderdomspensioen ontvangen. Voor de jongere werknemers is een voorziening getroffen gelijk aan 0,7% van de kantonrechtersformule ter suppletie van een werkloosheids- of bijstandsuitkering, verspreid over 5 jaar, waarvan bij het vinden van een andere baan, de helft ineens wordt uitgekeerd. Dit is een onderscheid naar leeftijd, dat in strijd komt met de wet gelijke behandeling en levert een dermate onbillijke benadeling op van de oudere werknemer ten opzichte van de jongere, dat het ontslag kennelijk onredelijk wordt geoordeeld. Er wordt een vergoeding naar billijkheid toegekend, waarbij het onderscheid wordt gecompenseerd.\u003C\u002Fp>\u003Ch2>Door weigering baard afscheren en handen schudden wegens geloofsovertuiging onvoldoende medewerking om uit  bijstand te komen\u003C\u002Fh2>\u003Cp>LJN: BK7175, Rechtbank Amsterdam, AWB 09\u002F3208 WWB\u003Cbr\u002F>Datum uitspraak: 17-12-2009\u003C\u002Fp>\u003Cp>Maatregel als bedoeld in de afstemmingsverordening en artikel 9, eerste lid, aanhef en onder b, van de Wet werk en bijstand. Onvoldoende medewerking omdat betrokkene weigert voor een baan als beveiliger zijn lange baard in te korten tot maximaal 5 centimeter en voor een andere baan bij voorbaat weigert vrouwelijke collega’s of klanten de hand te schudden, beide met een beroep op zijn islamitische geloofsovertuiging. Het belang van de gemeente bij de uitvoering van de WWB weegt zwaarder dan het belang van de bijstandsgerechtigde. Geen strijd met de Algemene Wet Gelijke Behandeling.\u003C\u002Fp>\u003Ch2>Verplicht ontslag bij 62-jarige leeftijd\u003C\u002Fh2>\u003Cp>LJN: BK6017, Rechtbank Groningen, 429989 EJ VERZ 09-173\u003Cbr\u002F>LJN: BK6007, Rechtbank Groningen, 426359 VV EXPL 09-34\u003Cbr\u002F>LJN: BK6018, Rechtbank Groningen, 429993 EJ VERZ 09-174\u003Cbr\u002F>Datum uitspraken: 08-12-2009\u003C\u002Fp>\u003Cp>Door werknemers bij het bereiken van de leeftijd van 62 jaar te ontslaan en te verplichten gebruik te maken van een prepensioenregeling, maakt Avebe een leeftijdsonderscheid als bedoeld in de Wet Gelijke Behandeling op grond van leeftijd bij de arbeid (WGBL). Voor dit onderscheid is naar het oordeel van de kantonrechter vooralsnog geen objectieve rechtvaardiging in de zin van artikel 7 lid 1 sub c van de WGBL aanwezig. Vordering tot wedertewerkstelling en doorbetaling loon in kort geding toegewezen. Voorwaardelijke verzoeken tot ontbinding van de arbeidsovereenkomsten afgewezen.\u003C\u002Fp>\u003Ch2>Dienstjarenbeleid bij reorganisatie\u003C\u002Fh2>\u003Cp>LJN: BG5063, Rechtbank Amsterdam, CV 07-39726\u003Cbr\u002F>Datum uitspraak: 10-11-2008\u003C\u002Fp>\u003Cp>Reorganisatie waarbij sociaal plan met vakbonden is overeengekomen. Toepasselijke dienstjarenregeling leidt tot indirect onderscheid in de zin van de Algemene Wet Gelijke Behandeling. Kantonrechter oordeelt dat onverkorte toepassing van dienstjarenregeling naar maatstaven van redelijkheid en billijkheid onaanvaardbaar is.\u003C\u002Fp>\u003Ch2>Tegemoetkoming ziektekostenpremie hoofdzakelijk voor mannelijke werknemers\u003C\u002Fh2>\u003Cp>LJN: BD4563, Rechtbank Amsterdam, 831715 CV EXPL 06-37372\u003Cbr\u002F>Datum uitspraak: 18-06-2008\u003C\u002Fp>\u003Cp>Wet gelijke behandeling; indirect onderscheid op grond van geslacht? Werkgever heeft tegemoetkoming ziektekostenpremie aan particulier verzekerden in stand gelaten, nadat, door wetswijziging, het onderscheid ziekenfonds\u002Fparticulierverzekerden was vervallen. Ongeoorloofd onderscheid, nu in de groep van voormalig particulier verzekerden mannen oververtegenwoordigd zijn. Geen objectieve rechtvaardigingsgrond; voor iedere arbeidsvoorwaarde moet gelijke behandeling zijn gewaarborgd.\u003C\u002Fp>\u003Ch2>Ook in proeftijd opgave van reden voor ontslag verplicht\u003C\u002Fh2>\u003Cp>LJN: BD3973, Rechtbank Haarlem, 374846\u002F CV EXPL 08-2377\u003Cbr\u002F>Datum uitspraak: 28-05-2008\u003C\u002Fp>\u003Cp>Ontslag tijdens proeftijd. Ingevolge artikel 7:669 BW doet degene die de arbeidsovereenkomst opzegt, de ander op diens verzoek schriftelijk opgave van de reden van de opzegging. Dit geldt ook als wordt opgezegd binnen de proeftijd. De ratio daarvan is dat de ontslagen werknemer moet kunnen nagaan of het ontslag in strijd is met enig opzegverbod zoals genoemd in artikel 5 lid 1 sub c van de Algemene wet gelijke behandeling.\u003C\u002Fp>\u003Ch2>Pensioenfonds maakt onderscheid tussen 56-minners en 56-plussers\u003C\u002Fh2>\u003Cp>LJN: BC2560, Rechtbank Maastricht, 233756 CV EXPL 06-5216\u003Cbr\u002F>Datum uitspraak: 23-01-2008\u003C\u002Fp>\u003Cp>Eisers stellen dat door onderscheid te maken tussen 56-minners en 56-plussers het ABP een direct leeftijdsonderscheid maakt en dat het ABP de gecreëerde lasten op onrechtvaardige wijze verdeelt. De kosten voor het handhaven van de vervroegde uittredeingsregeling voor 56-plussers, becijferd op 12 miljard euro, moeten hoofdzakelijk, voor 95% door de 56-minners opgebracht worden die zelf niet meer van de vervroegde uittredingsregeling gebruik kunnen maken. Het aldus enerzijds uitsluiten van een groep mensen op basis van hun geboortedatum en het vervolgens opleggen van bijzondere lasten juist op deze groep, bijna uitsluitend ten behoeve van een andere groep mensen, is discriminatoir, disproportioneel en vermijdbaar. Dit is verboden op grond van de Wet gelijke behandeling op grond van leeftijd bij de arbeid, beroep en beroepsonderwijs, artikel 1 (Stb 2004,90; verder: WGBL), artikel 1 Grondwet en artikel 26 International verdrag inzake burgerrechten en politieke rechten. De kantonrechter heeft de vordering van eisers afgewezen.\u003C\u002Fp>\u003Ch2>Ook in proeftijd ontslagbescherming bij ziekte door handicap of chronische ziekte\u003C\u002Fh2>\u003Cp>LJN: BB8068, Rechtbank Almelo, 258846\u003Cbr\u002F>Datum uitspraak: 13-11-2007\u003C\u002Fp>\u003Cp>Tijdens de proeftijd kan de werknemer beroep doen op de ontslagbeschermingsbepalingen van de Wet gelijke behandeling op grond van handicap of chronische ziekte (WGBH\u002FCZ). In deze zaak wordt aangenomen dat de werkgever vermoedde dat de werknemer als gevolg van een hersenbloeding voortdurend of langdurig beperkingen in zijn functioneren zou ondervinden. De kantonrechter acht voldoende aannemelijk dat dit vermoeden zo sterk is dat de werkgever er niet in zal slagen het op de voet van artikel 10 lid 1 van de WGBH\u002FCZ te weerleggen. Werkgever wordt veroordeeld het loon door te betalen totdat de proeftijd rechtsgeldig is beëindigd.\u003C\u002Fp>\u003Ch2>Geen arbeidsovereenkomst voor onbepaalde tijd wegens hogere leeftijd?\u003C\u002Fh2>\u003Cp>\u003Ca href=\"http:\u002F\u002Fdeeplink.rechtspraak.nl\u002Fuitspraak?id=ECLI:NL:RBROT:2006:AY5983\" rel=\"nofollow noopener\" target=\"_blank\">LJN: AY5983\u003C\u002Fa>, Rechtbank Rotterdam, 698514\u003Cbr\u002F>Datum uitspraak: 03-08-2006\u003C\u002Fp>\u003Cp>Een werkneemster -eiseres- heeft bij een werkgever -gedaagde- drie achtereenvolgende jaren gewerkt op basis van jaarcontracten. Bij het verstrijken van de derde contractsperiode is de arbeidsovereenkomst niet omgezet in een contract voor onbepaalde tijd wegens bedrijfseconomische omstandigheden. Daarna heeft de werkgever een advertentie gepubliceerd waarin zij een arbeidskracht voor 7 maanden zocht. De eiseres stelt dat gedaagde onjuiste informatie over de ontslagreden heeft verstrekt, hetgeen een onrechtmatige daad ex artikel 6:162 BW oplevert. De werkelijke reden is, volgens eiseres, dat gedaagde geen arbeidsovereenkomst voor onbepaalde tijd met haar wenst aan te gaan vanwege haar leeftijd en bijbehorend salarisniveau. Zij is vervangen door een jongere werkneemster. Dit is handelen in strijd met de Wet gelijke behandeling op grond van leeftijd bij de arbeid (WGBGLA). De kantonrechter gaat hier niet in mee.\u003C\u002Fp>\u003Ch2>Kortingsbepaling nabestaandenpensioen vooral nadelig voor vrouwen\u003C\u002Fh2>\u003Cp>LJN: AU6564, Gerechtshof 's-Hertogenbosch, C0400843\u003Cbr\u002F>Datum uitspraak: 08-11-2005\u003C\u002Fp>\u003Cp>Het ABP past een korting toe op het nabestaandenpensioen op grond van artikel 7 lid 2 van het Pensioenreglement vanwege de omstandigheid dat het leeftijdsverschil tussen [echtgenoot] en [geïntimeerde] meer dan 10 jaar bedraagt én betrokkenen nog geen vijf jaar waren gehuwd op het moment van het overlijden van [echtgenoot]. [geïntimeerde] kan zich met die laatste korting niet verenigen [geïntimeerde] stelt zich op het standpunt dat het ABP door toepassing van artikel 7.2. lid 5 van het Pensioenreglement jegens haar in strijd handelt met het wettelijk verbod op het maken van onderscheid op grond van geslacht, zoals is neergelegd in artikel 7:646 BW en artikel 12a en volgende van de Wet gelijke Behandeling van mannen en vrouwen, omdat deze korting vooral voor vrouwen een nadelig effect heeft. Volgens het Hof maakt de regeling onderscheid naar geslacht dat niet objectief gerechtvaardigd is omdat de regeling naar zijn aard en inrichting ongeschikt is om het gestelde tweeledige doel te kunnen bereiken.\u003C\u002Fp>\u003Cp>NB: In 2006 kwam het gerechtshof Amsterdam in een vergelijkbare zaak tot de tegenovergestelde conclusie. De Procureur-Generaal heeft tegen deze uitspraak in het belang der wet beroep in cassatie ingesteld. De Hoge Raad heeft dit laatste arrest vernietigd. Algemene gezichtspunten zijn niet van belang voor een objectieve rechtvaardiging; aanvoeren van globale en niet-onderbouwde cijfers evenmin.\u003Ca href=\"http:\u002F\u002Fdeeplink.rechtspraak.nl\u002Fuitspraak?id=ECLI:NL:HR:2015:3628\" rel=\"nofollow noopener\" target=\"_blank\"> ECLI:NL:HR:2015:3628\u003C\u002Fa>.\u003C\u002Fp>\u003Ch2>Geen recht op FPU-arrangement voor 57-jarige ambtenaar\u003C\u002Fh2>\u003Cp>LJN: AU2264, Rechtbank Breda, 05 \u002F 357 AW\u003Cbr\u002F>Datum uitspraak: 24-08-2005\u003C\u002Fp>\u003Cp>Ingevolge “Sociaal flankerend beleid voor de sector Rijk” kan ambtenaren van 55 jaar en ouder een FPU-arrangement worden aangeboden. Ingevolge de Tijdelijke regeling FPU-arrangement Belastingdienst kunnen ambtenaren van de Belastingdienst geboren vóór 1-1-‘48 in 2004 (57-jarigen) in aanmerking worden gebracht voor een FPU-arrangement als bedoeld in het Sociaal flankerend beleid. Eiser – geboren in 1949 - is belastingambtenaar. Zijn verzoek om een FPU-arrangement is afgewezen. Rechtbank is voldoende overtuigd dat, ondanks beperking FPU-arrangement tot 57+, voldoende medewerkers zullen uitstromen en dat doelgroepuitbreiding zal leiden tot extra kosten. Eisers sociale belangen wegen niet op tegen het dienstbelang. Vaststelling leeftijdsbepaling door verweerder is niet onredelijk. Geen strijd met Wet gelijke behandeling op grond van leeftijd bij de arbeid (Wgbl) want het FPU-arrangement is een pensioenvoorziening cf. artikel 8, 1e lid, van de Wgbl. Het verbod van onderscheid naar leeftijd is daarop volgens artikel 8, 2e lid, van de Wgbl niet van toepassing. Ook geen strijd met gelijkheids- en vertrouwensbeginsel.\u003C\u002Fp>\u003Ch2>Leeftijdsonderscheid in Sociaal Plan\u003C\u002Fh2>\u003Cp>LJN: AT7230, Rechtbank Leeuwarden, 169432 \u002FVZ VERZ 05-66\u003Cbr\u002F>Datum uitspraak: 31-05-2005\u003C\u002Fp>\u003Cp>Ontbinding arbeidsovereenkomst. Wet Gelijke Behandeling op grond van Leeftijd bij de arbeid. Vergoedingssysteem Sociaal Plan leidt tot leeftijdsdiscriminatie van oudere werknemers. Geen objectieve rechtvaardigingsgrond aanwezig voor maken leeftijdsonderscheid. Hogere vergoeding toegekend dan uit Sociaal Plan zou volgen.\u003C\u002Fp>","light",{"text":46,"link":47},"Contact",{"title":46,"url":48,"description":46,"rel":49,"type":50,"id":51},"\u002Fabout\u002Fcontact","follow","internal",24590,[],{"id":54,"first_name":55,"last_name":56,"email":57,"image":58,"function":59,"external":60},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[62],{"id":54,"first_name":55,"last_name":56,"email":57,"image":58,"function":59,"external":60},[],[],true,"\u003Cp>Loonwijzer is WageIndicator. 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