[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Feuropa":3,"menu:\u002Fnl-nl:":56,"sites:htmlblocks":299,"footer:nl-nl":1498,"subsites":1578,"cite-subsites":5139,"cite-footer:nl-nl":5616,"suggested:nl-nl":5655},{"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},30865,"europa","Europa",null,"","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Feuropa","pages.contentpage","nl_NL","\u002Fcms\u002Fpages\u002F30865\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\u002Feuropa\u002F","index, follow","website","summary_large_image","2026-02-10T16:19:02.191861+01:00",[32],{"type":33,"data":34},"text_block",{"content":35,"variant":36},"\u003Cp>Gelijke beloning is niet alleen in Nederland een belangrijk onderwerp, maar ook in andere (Europese) landen. Hieronder een overzicht EU-activiteiten en initiatieven in verschillende landen.\u003C\u002Fp>\u003Ch3>Europese Commissie\u003C\u002Fh3>\u003Cp>De Europese Commissie concludeert dat het feit dat de loonkloof nog bestaat juist de noodzaak aangeeft om te bekijken op welke wijze ongeoorloofde beloningsverschillen bestreden kunnen worden. Daarvoor zijn 4 prioriteiten aangewezen:\u003C\u002Fp>\u003Col>\u003Cli>onderzoeken van manieren om wetgeving en implementatie te verbeteren;\u003C\u002Fli>\u003Cli>volledig benutten van de Europese Strategie voor Growth & Jobs;\u003C\u002Fli>\u003Cli>werkgevers stimuleren om gelijke beloning toe te passen;\u003C\u002Fli>\u003Cli>steunen van de uitwisseling van goede voorbeelden.\u003C\u002Fli>\u003C\u002Fol>\u003Cp>Voor elke prioriteit heeft de Commissie acties opgenomen die zij zal ondernemen. Enkele voorbeelden:\u003C\u002Fp>\u003Cul>\u003Cli>In 2008 maakt de Commissie een analyse van de huidige wetgeving in het licht van relevante, wettelijke instrumenten gelet op de oorzaken van ongelijke beloning. Zonodig doet de Commissie voorstellen voor aanvullingen van het wettelijk kader.\u003C\u002Fli>\u003Cli>De Commissie roept de lidstaten dringend op om objectieve, nationale deadlines te stellen voor het terugdringen van de loonkloof op grond van consistente, vergelijkbare en complete statistieken.\u003C\u002Fli>\u003Cli>Gelijke behandeling en gelijke beloning worden opgenomen in de gids die in 2008 wordt opgesteld voor het incorpereren van sociale criteria in publieke aanbesteding voor contracten.\u003C\u002Fli>\u003Cli>De Commissie roept de sociale partners op om verder te gaan met het implementeren van het 'framework of actions on gender equality' waarbij prioriteit aan het terugdringen van de loonkloof moet worden gegeven.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>\u003Cb>Meer informatie\u003C\u002Fb>\u003Cbr\u002F>\u003Ca href=\"http:\u002F\u002Fec.europa.eu\u002Fsocial\u002Fmain.jsp?catId=681&langId=nl\" rel=\"follow noopener\" target=\"_blank\">Beloningsverschillen tussen vrouwen en mannen op de de website van de Europese Commissie \u003C\u002Fa>(Nederlandstalig). Hier zijn ook publicaties te downloaden.\u003C\u002Fp>\u003Ch3>België\u003C\u002Fh3>\u003Cp>België scoort de laatste jaren goed in internationale statistieken inzake gelijke beloning. Een gedeelte van deze goede score kan worden verklaard door het (in vergelijking met andere EU-lidstaten) kleinere verschil tussen de hoogste lonen en de laagste lonen. Een andere factor van belang is het feit dat gelijke beloning sinds begin van de jaren negentig onafgebroken op de politieke agenda en op de agenda van de sociale partners staat. In 2006 bracht de Belgische overheid een handleiding met beroepsclassificaties voor werkgevers en vakbonden. Het doel ervan is loonongelijkheid op basis van geslacht op te sporen en tegen te voorkomen. België heeft een jaarlijkse 'Dag voor Gelijk Loon' om iedereen bewust te maken van loonongelijkheid. De Belgische regering besloot in 2006 om elk jaar een rapport uit te brengen over de resultaten de behaald zijn bij het terugdringen van de loonongelijkheid.\u003C\u002Fp>\u003Ch3>Denemarken\u003C\u002Fh3>\u003Cp>In augustus 2003 publiceerden de Deense confederatie van vakbonden (LO) en de Deense confederatie van werkgevers (DA) een gezamenlijke analyse van de lonen van mannen en vrouwen. In de analyse wordt een gemiddelde beloningsverschil van 14 à 15% bij arbeiders en van 19 à 20% bij witteboordwerknemers geconstateerd tussen mannen en vrouwen. Een belangrijke oorzaak van beloningsverschillen tussen mannen en vrouwen is het feit dat mannen en vrouwen in verschillende sectoren werkzaam zijn en voor een groot gedeelte andere functies uitoefenen. Als ongeschoolde werknemers zijn mannen bijvoorbeeld werkzaam in de bouw, terwijl ongeschoolde vrouwelijke werknemers terug te vinden zijn in de schoonmaak en als helpers in de dienstensector. Verder blijken vrouwen vaker administratieve functies te verrichten terwijl mannen vaker werken in technische of ict-functies. Deze segregatie van de arbeidsmarkt verklaart een belangrijk deel van het beloningsverschil. De werknemers- en werkgeversconfederatie zijn het eens over de resultaten van de studie, maar zijn het oneens over wat er in de toekomst gedaan zou moeten worden om de situatie te verbeteren. De huidige minister van gendergelijkheid heeft ervoor gekozen een commissie in te stellen die voorstellen moet formuleren om de traditionele beroepskeuzes van mannen en vrouwen te veranderen.\u003C\u002Fp>\u003Ch3>Estland\u003C\u002Fh3>\u003Cp>De Estlandse overheid heeft een handleiding uitgebracht over bevorderen van man\u002Fvrouw-gelijkheid in bedrijven en organisaties. De handleiding gaat ook in op gelijk loon voor gelijkwaardig werk, en bevat aanbevelingen voor overheidsorganisaties en sociale partners.\u003C\u002Fp>\u003Ch3>Frankrijk\u003C\u002Fh3>\u003Cp>Op 9 mei 2001 kwam er in Frankrijk een nieuwe wet tot stand die voorziet in een verplichting voor de marktsector om iedere drie jaar te onderhandelen over gelijke behandeling voor vrouwen en mannen op ondernemings- en sectorniveau. De Franse wet heeft geleid tot collectieve afspraken over gelijke behandeling van mannen en vrouwen. In het kader van de aanpak van de beloningsverschillen tussen mannen en vrouwen werden acties ondernomen om de functiesegregatie op de arbeidsmarkt tegen te gaan. Zo werden onder meer afspraken gemaakt om vrouwen op te leiden voor specifieke 'mannenfuncties', om vrouwen gelijke kansen te bieden bij promotie en om vrouwen te motiveren om zich beter te scholen, Zo werd bijvoorbeeld:\u003C\u002Fp>\u003Cul>\u003Cli>in 2001 een initiatief genomen om bejaardenverzorgers (voornamelijk vrouwen) in de streek Poitou-Charentes scholing aan te bieden, nadat uit een onderzoek was gebleken dat maar 15% van hen beroepsmatig was geschoold;\u003C\u002Fli>\u003Cli>in 2002 met PSA Rennes een convenant gesloten voor de omscholing van werkneemsters in de bekabelingsafdeling door hun beroepsmogelijkheden te verruimen en door hun promotie binnen de onderneming te waarborgen;\u003C\u002Fli>\u003Cli>in 2003 met Ford Aquitaine Industries een gelijkekansenconvenant afgesloten.\u003C\u002Fli>\u003C\u002Ful>\u003Cp>Verder is in Frankrijk sinds 2006 een wet voor gelijke behandeling van mannen en vrouwen van kracht waarin het recht op zwangerschapsverlof is vastgelegd. Ook verplicht de bedrijven om voor 2011 stappen te zetten om de loonkloof verder te dichten; vrouwen mogen dan door zwangerschaps- of adoptieverlof geen salarisachterstand meer oplopen.\u003C\u002Fp>\u003Ch3>Hongarije\u003C\u002Fh3>\u003Cp>Er is een wet aangenomen die vrijwillige afspraken over gelijke beloning stimuleert. Overheids- en semi-overheidsorganisaties voeren een Gelijke Kansen Plan uit.\u003C\u002Fp>\u003Ch3>Italië\u003C\u002Fh3>\u003Cp>Bedrijven en overheidsorganisaties met meer dan 100 werknemers in Italië zijn sinds 1991 verplicht om statistische gegevens over de arbeidsvoorwaarden voor hun werknemers bij te houden, onderverdeeld naar geslacht. Ze moeten deze gegevens rapporteren aan vakbonden.\u003C\u002Fp>\u003Ch3>Portugal\u003C\u002Fh3>\u003Cp>Alle Portugese werkgevers zijn wettelijk verplicht om elk jaar in november minstens 30 dagen een lijst op te hangen met de salarissen van alle werknemers. Alleen overheids- en semi-organisaties en schoonmaakbedrijven zijn hiervan vrijgesteld. Verder krijgen rechters en ambtenaren die de administratieve rechtspraak zijn betrokken scholing over man\u002Fvrouw-gelijkheid.\u003C\u002Fp>\u003Ch3>Spanje\u003C\u002Fh3>\u003Cp>Spanje nam in maart 2007 een nieuwe wet aan over man\u002Fvrouw-gelijkheid. De wet biedt mogelijkheden discriminatie te bestrijden en staat maatregelen toe in CAO's om ongelijkheid terug te dringen. Dat kan bijvoorbeeld door betere mogelijkheden te bieden voor het combineren van werk en de zorg voor het gezin.\u003C\u002Fp>\u003Ch3>Verenigd Koninkrijk\u003C\u002Fh3>\u003Cp>In 1999 werd door de Equal Opportunities Commission, een orgaan dat deels vergelijkbaar is met de Nederlandse Commissie Gelijke Behandeling, een werkgroep gelijke beloning ingesteld. Deze werkgroep bestond uit 12 leden uit de publieke en de private sector, waaronder vertegenwoordigers van werkgeversorganisaties en werknemersorganisaties en deskundigen inzake gelijke beloning en gender. De werkgroep formuleerde vijf sleutelaanbevelingen:\u003C\u002Fp>\u003Col>\u003Cli>geef ruchtbaarheid aan de feiten;\u003C\u002Fli>\u003Cli>verbeter gelijk beloningswetgeving door verplichte loonaudits;\u003C\u002Fli>\u003Cli>toon werkgevers en vakbonden wat ze kunnen doen en geef hen de instrumenten om het te doen;\u003C\u002Fli>\u003Cli>open de discussie over beloning, laat werkgevers openlijk naar hun personeel rapporteren over gelijke beloning;\u003C\u002Fli>\u003Cli>moedig de overheid aan om de impact van sociale, economische en arbeidsmarktmaatregelen op gelijke beloning te evalueren.\u003C\u002Fli>\u003C\u002Fol>\u003Cp>Op 14 januari 2004 lanceerde de Equal Opportunities Commission in het Verenigd Koninkrijk een campagne voor gelijke beloning van mannen en vrouwen onder de titel 'It's time to get even' gericht op de bewustwording bij een groot publiek. Sinds 2006 zijn alle overheidsorganisaties in het VK verplicht om onwettige discriminatie uit te bannen en gelijke kansen voor man en vrouw te stimuleren.\u003C\u002Fp>\u003Ch3>Zweden\u003C\u002Fh3>\u003Cp>De Zweedse 'Gelijke Kansen Wet' verplicht sinds 2001 alle werkgevers met tien of meer personeelsleden om jaarlijks een gendergelijkheidsplan en een plan voor gelijke beloning op te maken. Een werkgever die door de Ombudsman wordt aangesproken is wettelijk verplicht zijn medewerking te verlenen. Ook kunnen stafleden van de Ombudsman bezoeken brengen aan werkgevers. Eventueel kan de Ombudsman van de werkgever eisen om documenten naar hem toe te sturen op straffe van een boete die wordt opgelegd door de rechtbank. Deze procedure kan worden herhaald tot de werkgever hieraan gevolg geeft. Er heeft nog geen evaluatie plaatsgevonden van deze wettelijke maatregel. Zweedse deskundigen vinden dat een gelijke behandelingsrapportage of een gelijkebehandelingsplan op zichzelf niet genoeg is. Het moet deel uitmaken van een gecoördineerd beleid. Ook is er in Zweden weerstand vanuit werkgeverszijde wegens de zware administratieve lasten die deze verplichte rapportage met zich meebrengt. Het is dus belangrijk werkgevers te overtuigen van het belang van deze rapportages door bijvoorbeeld te wijzen op de bijdrage van gelijke behandeling aan een positief imago van de onderneming. De werkelijke uitdaging in Zweden is gelijke behandeling te integreren in het normale bedrijfshandelen en het niet te isoleren als een losstaand onderwerp.\u003C\u002Fp>\u003Ch3>Zwitserland\u003C\u002Fh3>\u003Cp>Zwitserland heeft een \u003Ca href=\"http:\u002F\u002Fwww.lohngleichheit.ch\u002F\" rel=\"nofollow noopener\" target=\"_blank\">gelijk loon website\u003C\u002Fa>.\u003C\u002Fp>","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 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