[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Fbegrippenlijst":3,"menu:\u002Fnl-nl:":56,"sites:htmlblocks":299,"subsites":1498,"cite-subsites":5060,"footer:nl-nl":5537,"suggested:nl-nl":5616,"cite-footer:nl-nl":5622},{"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,"edit_url":12,"breadcrumbs":13,"seo":24,"body_blocks":31,"call_to_action":37,"categories":44,"owner":45,"related_pages":52,"related_sites":53,"in_subsite":54,"contact_page_url":7,"banner_message":55},30866,"begrippenlijst","Begrippenlijst",null,"","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Fbegrippenlijst","pages.contentpage","nl_NL","\u002Fcms\u002Fpages\u002F30866\u002Fedit\u002F",[14,17,20,23],{"title":15,"slug":16},"Nederland","nl-nl",{"title":18,"slug":19},"Werk in Nederland","werk-in-nederland",{"title":21,"slug":22},"Gelijk loon","gelijk-loon",{"title":6,"slug":5},{"title":6,"description":8,"image":25,"canonical":26,"robots":27,"og_type":28,"twitter_card":29,"locale":16,"created_at":30,"last_modified_at":30},"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\u002Fbegrippenlijst\u002F","index, follow","website","summary_large_image","2026-02-10T16:21:54.533365+01:00",[32],{"type":33,"data":34},"text_block",{"content":35,"variant":36},"\u003Ch2>Begrippenlijst gelijke beloning\u003C\u002Fh2>\u003Ch2>À-la-cartesystemen\u003C\u002Fh2>\u003Cp>Meerkeuzemenu’s, cafetariasysteem, à-la-cartesystemen, IKAP... Het zijn allemaal woorden voor een en hetzelfde: pakketten van arbeidsvoorwaarden waaruit medewerkers kunnen kiezen, opdat zij optimaal op hun situatie toegesneden arbeidsvoorwaarden krijgen. Van belang is dat deze pakketten vergelijkbaar zijn en geen onderscheid maken tussen jong, oud, deeltijd, voltijd, vrouw, man, wel of niet gehandicapt, seksuele voorkeur etc.\u003C\u002Fp>\u003Cp>De ondernemingsraad kan een belangrijke rol vervullen in het stimuleren van gelijke behandeling bij arbeidsvoorwaarden. Cao’s kennen steeds meer raamregelingen, waarin kaders aangegeven worden die moeten worden ingevuld op bedrijfsniveau, met instemming van de ondernemingsraad. Juist in die bedrijfsregelingen kunnen allerlei  ongelijkheden sluipen. Indien nodig kan de ondernemingsraad zich laten adviseren door een deskundige.\u003C\u002Fp>\u003Ch2>Arbeidsmarkttoeslagen\u003C\u002Fh2>\u003Cp>Deze regelingen moet helder zijn: ze mogen niet leiden tot een willekeurig wel of niet toekennen van de toeslag. En ze mogen niet eeuwig duren. Dat kan namelijk ongelijkheid tot gevolg hebben. Bovendien mag de regeling zelf geen ongelijkheid stimuleren.\u003C\u002Fp>\u003Cp>Als in de praktijk de werkgever willekeurig de een wel en de ander geen toeslag geeft, kan dit ook ongelijkheid tot gevolg hebben. Het is daarom belangrijk dat de regeling helder is en dat goed wordt afgesproken met de ondernemingsraad (die instemmingsrecht heeft) hoe deze wordt toegepast en te zorgen dat een arbeidsmarkttoeslag niet tot ongelijke beloning leidt. Zie ook de aanbevelingen van de Werkgroep Gelijke Beloning.\u003C\u002Fp>\u003Ch2>Beloningsdiscriminatie\u003C\u002Fh2>\u003Cp>Een verschil in beloning kan wel, maar hoeft niet te duiden op discriminatie. In onderzoek naar beloningsverschillen wordt vaak voor allerlei factoren gecorrigeerd: leeftijd, ervaring, functieniveau e.d. Het ongecorrigeerde beloningsverschil is dan ook veel groter dan het gecorrigeerde beloningsverschil. Maar zelfs het gecorrigeerde beloningsverschil staat niet gelijk aan het constateren van beloningsdiscriminatie. Er kunnen immers andere verklaringen zijn. Om te beoordelen of een beloningsverschil ook discriminatie is, zijn uiteindelijk het \u003Ca href=\"http:\u002F\u002Fwww.mensenrechten.nl\u002F\" rel=\"nofollow noopener\" target=\"_blank\">College voor de Rechten van de Mens (CRM)\u003C\u002Fa> en de rechter de aangewezen beoordelende instantie. De rechter moet het oordeel van het CRM bij zijn eigen afweging betrekken. Maar werkgevers en ondernemingsraden kunnen zelf ook aan de slag gaan om beloningsverschillen binnen de organisatie op te sporen en na te gaan of de gevonden verschillen in strijd zijn met de wet.\u003C\u002Fp>\u003Ch2>Beloningssystemen\u003C\u002Fh2>\u003Cp>In bedrijven kan het beloningssysteem rommelig zijn, qua regeling of qua uitvoering. Een voorbeeld: duidelijk is geregeld hoe iemand ingeschaald zou moeten worden, maar in de praktijk wordt daar om verschillende redenen van afgeweken.\u003C\u002Fp>\u003Cp>De een wil meer salaris omdat hij anders niet komt, de ander omdat hij zo goed onderhandelde, de derde omdat de leidinggevende een vrijgevig humeur had, de vierde vanwege mooie bruine ogen, etc. Dat kan indirect onderscheid tot gevolg hebben. Het is daarom belangrijk dat wanneer een bedrijf een helder functiewaarderings- en\u002Fof beloningssysteem heeft, dat ook wordt gevolgd. Wanneer er mag worden afgeweken, dient vastgelegd te zijn. Als er afgeweken wordt, moet dat in het personeelsdossier gemotiveerd worden.\u003C\u002Fp>\u003Ch2>College voor de Rechten van de Mens\u003C\u002Fh2>\u003Cp>Het \u003Ca href=\"http:\u002F\u002Fwww.mensenrechten.nl\u002F\" rel=\"nofollow noopener\" target=\"_blank\">College voor de Rechten van de Mens (CRM)\u003C\u002Fa> belicht, bewaakt en beschermt mensenrechten, bevordert de naleving daarvan (inclusief gelijke behandeling) in praktijk, beleid en wetgeving. Het CRM is de rechtsopvolger van de Commissie Gelijke Behandeling (CGB). Wie denkt te worden gediscrimineerd, kan een klacht indienen bij het College of eerst nadere informatie vragen. Dat kan telefonisch en digitaal.\u003C\u002Fp>\u003Ch2>Deeltijd\u003C\u002Fh2>\u003Cp>Veel mensen werken in deeltijd. Het kan gaan om banen met minder dan 12 uur per week (kleine deeltijdbanen) of tussen de 12 en 36 uur. Het komt voor dat er een onderscheid wordt gemaakt tussen deeltijders en voltijders in de arbeidsvoorwaarden door een werkgever of zelfs in de cao. Dat mag alleen als er objectieve criteria voor afwijking zijn. Meer over deeltijd lees je op onze deeltijd-pagina.\u003C\u002Fp>\u003Ch2>Functiejaren\u003C\u002Fh2>\u003Cp>Functiejaren worden vooral gebruikt bij het inschalen van werknemers. Vaak heten ze ook ervaringsjaren, opgedaan bij een andere werkgever. Ze zorgen ervoor dat je niet helemaal onderaan de loonschaal van de functie wordt ingedeeld, als je al wat ervaring hebt. Dat kan problemen opleveren voor mensen die een tijdje uit het arbeidsproces zijn geweest. Denk aan herintreders: als zij altijd bij stap nul of één worden ingedeeld, kan dat leiden tot indirecte discriminatie. Vuistregel is: ook onbetaalde ervaring die van belang is voor het werk, behoort mee te tellen voor het bepalen van het salaris.\u003C\u002Fp>\u003Ch2>Functiewaardering\u003C\u002Fh2>\u003Cp>Hoe wordt de functie gewaardeerd? Dat is van belang voor de beloning. Dit onderwerp is meestal geregeld in de cao. Zorg ervoor dat het systeem waarmee de functies worden gewaardeerd sekseneutraal en discriminatievrij is. Vervolgens is van belang dat er in de vertaalslag naar het eigen bedrijf geen onderscheid sluipt. Denk aan functiebeschrijvingen die niet allemaal even volledig zijn of niet goed gekoppeld worden aan referentiefuncties in het functiewaarderingssysteem.\u003C\u002Fp>\u003Ch2>Gecorrigeerd beloningsverschil\u003C\u002Fh2>\u003Cp>Het gecorrigeerd beloningsverschil is het ongecorrigeerde beloningsverschil waarop een regressieanalyse is toegepast, waardoor elementen die het percentage 'vervuilen' eruit worden gehaald. Bijvoorbeeld verschillen in functiekenmerken en persoonskenmerken. Na een correctie voor deze achtergrondkenmerken blijft een beloningsverschil over dat niet door deze kenmerken kan worden verklaard: het gecorrigeerde beloningsverschil. Dit kan op discriminatie duiden, maar dat hoeft niet. Wel is het zaak na te gaan of in de functie- en persoonskenmerken geen discriminatie verscholen zit.\u003C\u002Fp>\u003Ch2>Inspectie SZW\u003C\u002Fh2>\u003Cp>De Inspectie SZW (voorheen Arbeidsinspectie) verrichtte tweejaarlijks, in opdracht van het Ministerie van Sociale Zaken en Werkgelegenheid, onderzoek naar beloningsverschillen op de arbeidsmarkt. Dat deed de inspectie zowel bij het bedrijfsleven als bij de overheid. Inmiddels is dat onderzoek overgenomen door het Centraal Bureau voor de Statistiek (CBS).  \u003C\u002Fp>\u003Ch2>Meerkeuzesysteem arbeidsvoorwaarden (employee benefits)\u003C\u002Fh2>\u003Cp>Dit zijn pakketten van (secundaire) arbeidsvoorwaarden waaruit werknemers kunnen kiezen opdat zij de best op hen toegesneden (secundaire) arbeidsvoorwaarden hebben. De pakketten moeten gelijkwaardig zijn. Dat wil zeggen dat ze voor verschillende categorieën werknemers aantrekkelijke, maar gelijkwaardige elementen bevatten. Zowel werkgever als ondernemingsraad dragen hiervoor verantwoordelijkheid.\u003C\u002Fp>\u003Ch2>Ongecorrigeerd beloningsverschil\u003C\u002Fh2>\u003Cp>Verschil in bruto uurloon tussen mannen en vrouwen, voltijders en deeltijders e.d. Door in een regressieanalyse te corrigeren voor kenmerken als leeftijd, herkomst, arbeidsduur, werkervaring, beroeps- en opleidingsniveau e.d. ontstaat het gecorrigeerd beloningsverschil.\u003C\u002Fp>\u003Ch2>Onkostenvergoedingen\u003C\u002Fh2>\u003Cp>Deze dienen te gelden voor (groepen) werknemers, ongeacht leeftijd, sekse, arbeidsduur etc. Ze moeten gerelateerd zijn aan de werkelijk gemaakte kosten, ook voor deeltijders: wie 50% werkt op evenveel dagen als een voltijder moet evenveel reiskosten vergoed krijgen bij dezelfde woon-werkafstand.\u003C\u002Fp>\u003Ch2>Opleidingen\u003C\u002Fh2>\u003Cp>Onderscheid wordt hierbij vaak gemaakt ten aanzien van leeftijd. Vooral ouderen mogen vaak niet meedoen met opleidingen. De regeling kan hen uitsluiten. Dat moet dan worden veranderd. Ook kunnen ze in de praktijk worden uitgesloten. Dat mag ook niet. Een ander onderscheid dat veel voorkomt, is dat tussen deeltijd en voltijd. Sommige cao- of bedrijfsgebonden bepalingen maken dit onderscheid, hoewel het volgens de wet al lang niet meer mag. Zo wordt gezegd dat deeltijders niet mogen meedoen omdat hun te kleine contract een te dure investering met zich meebrengt, krijgen ze geen tijdscompensatie omdat ze toch niet volledig werken of krijgen ze de opleiding enkel vergoed naar rato. Al deze onderscheiden mogen slechts als dat objectief kan worden gerechtvaardigd.\u003C\u002Fp>\u003Ch2>Overgangsregelingen\u003C\u002Fh2>\u003Cp>Als overgegaan wordt naar een ander salarissysteem worden vaak overgangsregelingen gemaakt. Dit speelt bijvoorbeeld na functiewaardering of bij fusie of overname. Deze overgangsregelingen bevoordelen 'zittende' werknemers ten opzichte van werknemers die na de fusie of overname in dienst zijn gekomen. De zittende werknemers behouden dan hun oorspronkelijke salaris. Als die overgangsregelingen van tijdelijke duur zijn, is meestal geen sprake van indirecte discriminatie.\u003C\u002Fp>\u003Ch2>Pensioenen\u003C\u002Fh2>\u003Cp>In de regel zijn pensioenen collectief geregeld. Onderscheid naar arbeidsduur in pensioenregelingen is verboden. Iedere werknemer moet in principe in aanmerking komen. Als groepen werknemers wel worden uitgesloten, bestaat het risico op indirect onderscheid. Meer weten over pensioenregels? Raadpleeg de pensioen-pagina.\u003C\u002Fp>\u003Ch2>Persoonskenmerken\u003C\u002Fh2>\u003Cp>Dit begrip wordt gebruikt om het ongecorrigeerde beloningsverschil te verklaren en tot een gecorrigeerd beloningsverschil te komen. Persoonskenmerken zijn bijvoorbeeld leeftijd, opleiding en duur van het dienstverband bij een bepaalde werkgever.\u003C\u002Fp>\u003Ch2>Prestatiebeloning\u003C\u002Fh2>\u003Cp>Ook hier speelt vooral een risico op (indirect) onderscheid tussen mannen en vrouwen, maar ook leeftijd kan voor onderscheid zorgen. Criteria voor beoordelingsafhankelijke beloning kunnen voor groepen niet in gelijke mate haalbaar zijn. Denk aan: de bereidheid tot overwerken, de bereidheid om in eigen tijd scholing te volgen en de bereidheid om te schuiven met vrije dagen. Ook mogelijk: de regeling geldt alleen voor de hogere functies, wat vrouwen en\u002Fof allochtonen kan benadelen. Dat mag dus allemaal niet.\u003C\u002Fp>\u003Ch2>Toeslagen\u003C\u002Fh2>\u003Cp>Toeslagen dienen voor iedereen gelijk te zijn. Bij twijfel kan een werknemer of de ondernemingsraad het \u003Ca href=\"http:\u002F\u002Fwww.mensenrechten.nl\u002F\" rel=\"nofollow noopener\" target=\"_blank\">College voor de Rechten van de Mens\u003C\u002Fa> inschakelen. Deze toetst dan de regeling.\u003C\u002Fp>\u003Ch2>Winstdeling\u003C\u002Fh2>\u003Cp>Ook bij een winstdeling geldt dat (verboden) indirect onderscheid kan worden gemaakt. Het gaat dan met name erom wie een winstdeling krijgt (alleen de hogere inkomens bijvoorbeeld) en of arbeidsongeschikten, ingeleend personeel en zwangere vrouwen meedelen in de winst.\u003C\u002Fp>\u003Ch2>Vergelijk je salaris\u003C\u002Fh2>\u003Cul>\u003Cli>Hoeveel verdien jij nu? Deel het in de Salaris Enquête en help jezelf en je collega's\u003C\u002Fli>\u003Cli>Je salaris vergelijken met vakgenoten? Doe de Salaris Check\u003C\u002Fli>\u003C\u002Ful>","light",{"text":38,"link":39},"Contact",{"title":38,"url":40,"description":38,"rel":41,"type":42,"id":43},"\u002Fabout\u002Fcontact","follow","internal",24590,[],{"id":46,"first_name":47,"last_name":48,"email":49,"image":50,"function":51},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",[],[],true,"\u003Cp>Loonwijzer is WageIndicator. Zelfde organisatie, zelfde informatie, nieuwe look!\u003C\u002Fp>",{"title":15,"seo_title":57,"description":7,"path":58,"redirect_url":7,"locale":16,"children":59},"WageIndicator Nederland (Loonwijzer)","\u002Fnl-nl",[60,210,244],{"title":18,"seo_title":61,"description":7,"path":62,"redirect_url":7,"locale":16,"children":63},"Werk in Nederland: loon, cao's en arbeidsrecht","\u002Fnl-nl\u002Fwerk-in-nederland",[64,72,77,81,86,94,110,167,175,178,194,198,202],{"title":65,"seo_title":8,"description":7,"path":66,"redirect_url":7,"locale":16,"children":67},"Bruto\u002FNetto-Check","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fbrutonetto-check",[68],{"title":69,"seo_title":8,"description":7,"path":70,"redirect_url":7,"locale":16,"children":71},"Uitleg werknemers","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fbrutonetto-check\u002Fuitleg-werknemers",[],{"title":73,"seo_title":74,"description":7,"path":75,"redirect_url":7,"locale":16,"children":76},"Minimumloon","Minimumloon in Nederland","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fminimumloon",[],{"title":78,"seo_title":8,"description":7,"path":79,"redirect_url":7,"locale":16,"children":80},"Minimumloon Bonaire, Sint Eustatius en Saba","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fminimumloon-bonaire-sint-eustatius-en-saba",[],{"title":82,"seo_title":83,"description":7,"path":84,"redirect_url":7,"locale":16,"children":85},"Leefbaar Loon","Leefbaar loon","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-loon",[],{"title":87,"seo_title":8,"description":7,"path":88,"redirect_url":7,"locale":16,"children":89},"Leefbaar Tarief","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-tarief",[90],{"title":91,"seo_title":8,"description":7,"path":92,"redirect_url":7,"locale":16,"children":93},"FAQ - Leefbaar Tarief","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fleefbaar-tarief\u002Ffaq-leefbaar-tarief",[],{"title":95,"seo_title":8,"description":7,"path":96,"redirect_url":7,"locale":16,"children":97},"Salaris","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris",[98,102,106],{"title":99,"seo_title":99,"description":7,"path":100,"redirect_url":7,"locale":16,"children":101},"Salaris Check","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fcheck",[],{"title":103,"seo_title":103,"description":7,"path":104,"redirect_url":7,"locale":16,"children":105},"Salarisenquête","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fenquete",[],{"title":107,"seo_title":8,"description":7,"path":108,"redirect_url":7,"locale":16,"children":109},"Salaris van beroemdheden","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fsalaris\u002Fberoemdheden",[],{"title":111,"seo_title":112,"description":7,"path":113,"redirect_url":7,"locale":16,"children":114},"Arbeidsrecht","WageIndicator Nederland: arbeidsrecht","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht",[115,119,123,128,133,138,143,148,153,157,162],{"title":116,"seo_title":116,"description":7,"path":117,"redirect_url":7,"locale":16,"children":118},"Arbeidsovereenkomst en ontslag","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Farbeidsovereenkomst-en-ontslag",[],{"title":120,"seo_title":120,"description":7,"path":121,"redirect_url":7,"locale":16,"children":122},"Compensatie en werktijden","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fcompensatie-en-werktijden",[],{"title":124,"seo_title":125,"description":7,"path":126,"redirect_url":7,"locale":16,"children":127},"Gelijke Behandeling","Gelijke behandeling","\u002Fnl-nl\u002Fwerk-in-nederland\u002Farbeidsrecht\u002Fgelijke-behandeling",[],{"title":129,"seo_title":130,"description":7,"path":131,"redirect_url":7,"locale":16,"children":132},"Gezondheid en Veiligheid","Gezondheid en 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