[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Fvoor-werknemers\u002Fmeestgestelde-vragen":3,"menu:\u002Fnl-nl:":62,"sites:htmlblocks":305,"footer:nl-nl":1744,"subsites":1824,"cite-subsites":5437,"suggested:nl-nl":5914,"cite-footer:nl-nl":5920},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"go_live_at":7,"first_published_at":13,"page_created_at":14,"published_at":13,"edit_url":15,"breadcrumbs":16,"seo":30,"body_blocks":37,"call_to_action":43,"categories":50,"owner":51,"related_pages":58,"related_sites":59,"in_subsite":60,"contact_page_url":7,"banner_message":61},30883,"meestgestelde-vragen","Meestgestelde vragen",null,"\u003Cp>Loonwijzer.nl - Gelijk loon, alle vragen en antwoorden voor werknemers. Welke regels gelden er bij functieindeling? Waar kan je naartoe als je het gevoel hebt dat er een onwettelijk loonsverschil optreedt? Gelijk werk, gelijk loon?\u003C\u002Fp>","","\u002Fnl-nl\u002Fwerk-in-nederland\u002Fgelijk-loon\u002Fvoor-werknemers\u002Fmeestgestelde-vragen","pages.contentpage","nl_NL","2026-02-10T17:45:19.978299+00:00","2026-02-10T17:45:19.879824+00:00","\u002Fcms\u002Fpages\u002F30883\u002Fedit\u002F",[17,20,23,26,29],{"title":18,"slug":19},"Nederland","nl-nl",{"title":21,"slug":22},"Werk in Nederland","werk-in-nederland",{"title":24,"slug":25},"Gelijk loon","gelijk-loon",{"title":27,"slug":28},"Voor werknemers","voor-werknemers",{"title":6,"slug":5},{"title":6,"description":9,"image":31,"canonical":32,"robots":33,"og_type":34,"twitter_card":35,"locale":19,"created_at":36,"last_modified_at":36},"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\u002Fvoor-werknemers\u002Fmeestgestelde-vragen\u002F","index, follow","website","summary_large_image","2026-02-10T18:45:19.978299+01:00",[38],{"type":39,"data":40},"text_block",{"content":41,"variant":42},"\u003Ch2>Meest gestelde vragen over gelijke beloning\u003C\u002Fh2>\u003Ch2>Welke regels gelden bij functieindeling?\u003C\u002Fh2>\u003Cp>\u003Ci>In mijn vakgroep zitten de meeste collega's in schaal 10. Een collega zit in schaal 9 omdat ze door een lagere opleiding geen vakspecialist is. Ze doet hetzelfde werk als ik en mijn collega's. Welke regels zijn er voor inschaling?\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Een functie moet gewaardeerd worden, níet de persoon die de functie uitoefent. Elke functie krijgt een score op basis van regels van het functiewaarderingssysteem. Zo worden verschillende functies ondergebracht in de 'functiematrix', die weer vertaald wordt naar een systeem van loonschalen. Niet voor niets staat er in functiebeschrijvingen vaak naast de vereiste opleiding: \"of een vergelijkbare opleidng of ervaring\". Je collega kan bezwaar aantekenen. Als ze lid is van de vakbond, dan kan die daarbij helpen, of anders een rechtsbijstandsverzekering. Ze kan zich ook wenden tot het \u003Ca href=\"https:\u002F\u002Fmensenrechten.nl\u002F\" rel=\"nofollow noopener\" target=\"_blank\">College voor de Rechten van de Mens\u003C\u002Fa>, als die andere collega's (overwegend) het andere geslacht hebben.  \u003C\u002Fp>\u003Ch2>Zelfde werk, zelfde schaal?\u003C\u002Fh2>\u003Cp>\u003Ci>Ik heb een functie overgenomen van een gepensioneerde collega. Nu biedt mijn werkgever mij een lagere inschaling voor hetzelfde werk. Hij geeft de functie gewoon een andere naam. Mag dat zomaar?\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Ja, dat mag, behalve als er een functiewaarderingssysteem in je bedrijf geldt. In dat geval gelden de regels van dat systeem en het bijbehorende loongebouw. Het ook zijn dat je collega om historische redenen in een hogere schaal zat. Hij had bijvoorbeeld ooit een andere functie of destijds werd de functie hoger gewaardeerd in het 'fuwasysteem'.\u003C\u002Fp>\u003Ch2>Procedure ongelijke beloning zinvol?\u003C\u002Fh2>\u003Cp>\u003Ci>Ik werk vier jaar in een instelling voor verstandelijk gehandicapten. Ik ben ongediplomeerd begonnen en werd dus lager ingeschaald. Nu ik wel gediplomeerd ben, weigert mijn baas mij anders in te schalen. Zijn argument is dat er budgetten zijn overschreden en er financieel geen ruimte is voor mijn salarisverhoging. Is het zinvol om een procedure te starten tegen mijn werkgever om mijn salaris (met terugwerkende kracht) op gelijke hoogte met dat van mijn collega's te brengen?\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Het argument van de je werkgever is niet steekhoudend. Dat er budgetten zijn overschreden mag niet op één werknemer worden afgewenteld. De cao waaronder je valt, bepaalt de regels van inschaling en loonsverhoging na het behalen van een diploma. Maar gelijk hebben is niet gelijk krijgen. Je zult, eventueel met steun van de vakbond of een rechtsbijstandsverzekering, een juridische procedure moeten beginnen. Als je collega's van een ander geslacht zijn, dan kun je wellicht met succes een beroep doen op de Wet Gelijke Behandeling M\u002FV. Je kunt dan het \u003Ca href=\"https:\u002F\u002Fmensenrechten.nl\u002Fbent-u-gediscrimineerd\" rel=\"nofollow noopener\" target=\"_blank\">College voor de Rechten van de Mens\u003C\u002Fa> inschakelen.\u003C\u002Fp>\u003Ch2>Gezin reden voor meer salaris?\u003C\u002Fh2>\u003Cp>\u003Ci>Mijn collega met één dienstjaar meer krijgt meer betaald. Het argument van mijn baas is dat hij een gezin heeft en ik niet. Mag dat?\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Nee, dat mag niet. Verwijzing naar gezinsomstandigheden ter rechtvaardiging van loonverschillen is niet toegestaan volgens de Wet Gelijke Beloning en de Algemene Wet Gelijke Behandeling. Wil je werkgever niet corrigeren (met terugwerkende kracht), dan kun je bellen met het \u003Ca href=\"https:\u002F\u002Fmensenrechten.nl\u002F\" rel=\"nofollow noopener\" target=\"_blank\">College voor de Rechten van de Mens\u003C\u002Fa>.\u003C\u002Fp>\u003Ch2>Loonverschillen per regio?\u003C\u002Fh2>\u003Cp>\u003Ci>Kunnen of mogen er loonverschillen bestaan per regio of provincie?\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Bij een cao die van toepassing is op een bepaalde sector, bijvoorbeeld de zorg, kan voor hetzelfde werk geen loonverschil zijn tussen Groningen, Amsterdam of Zijpe. Dat geldt trouwens ook voor uitkeringen. Als een cao alleen van toepassing is op een bepaald bedrijf, dan zal het lokale prijspeil wel een beetje meespelen. Er zijn ook werkgevers die een bepaalde toeslag geven voor woonkosten omdat ze anders geen personeel kunnen vinden. Denk aan politie-agenten of onderwijzers in Amsterdam. Dat kan gerechtvaardigd worden als arbeidsmarkttoeslag zolang die problematische situatie bestaat.\u003C\u002Fp>\u003Ch2>Gelijk werk, gelijk loon?\u003C\u002Fh2>\u003Cp>\u003Ci>Mijn mannelijke collega verricht precies dezelfde werkzaamheden als ik. Onze vooropleiding is hetzelfde, maar ik heb iets meer dienstjaren. We zijn allebei kostwinner. Onlangs zijn we overgestapt naar een bedrijf in dezelfde sector. Mijn collega is na drie maanden hoger ingeschaald. Ik heb daarover een brief gestuurd naar personeelszaken. We kwamen er niet uit. Ik heb mijn probleem voorgelegd bij de vakbond, die een brief stuurde aan mijn werkgever. Men stelt dat mijn collega en ik zijn ingedeeld volgens de cao, waarbij persoonlijke criteria gelden. De vakbond stelt nu voor om een arbeidsjurist in te schakelen, omdat mijn werkgever onjuist omgaat met deze indeling naar persoonlijke criteria. Ik verdien te veel om gebruik te maken van het juridisch loket, en te weinig om een dure advocaat in de arm te nemen. Wat kan ik het beste doen?\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Gezien de informatie is het aannemelijk dat er inderdaad ongelijk wordt beloond. Dat betekent dat de wettelijke beloningswet niet wordt nageleefd. Het feit dat je beiden kostwinner bent, mag geen enkele invloed hebben. Je hoeft niet meteen naar de rechter te stappen. Een meer laagdrempelige manier is het inschakelen van het \u003Ca href=\"https:\u002F\u002Fmensenrechten.nl\u002F\" rel=\"nofollow noopener\" target=\"_blank\">College voor de Rechten van de Mens\u003C\u002Fa>. Je kunt het College verzoeken een oordeel te geven in deze zaak. Daaraan zijn geen kosten verbonden. Je hebt er ook geen advocaat voor nodig. Je kunt het College zelf inschakelen en alle documenten die je hebt overleggen.\u003C\u002Fp>\u003Ch2>Leidinggeven aan beter betaalde collega?\u003C\u002Fh2>\u003Cp>\u003Ci>Ik werk al twee jaar op een afdeling van een holding. Ik heb de afdeling opgebouwd en heb gedeelde verantwoordelijkheid. Sinds kort versterkt een mannelijke collega het team. Hij is overgeplaatst vanuit een andere vestiging met behoud van salaris. Hij verdient 400 euro bruto meer dan ik, terwijl ik meer werkzaamheden uitvoer. Mijn manager wil nu dat ik de hele afdeling ga runnen. Dat betekent dat ik leidinggevende word van deze collega en dus meer moet gaan verdienen. Ik heb al om opslag gevraagd. Om te beginnen vind ik al dat er niet zo'n verschil in salaris had mogen zitten. Heb ik nu recht op een behoorlijke salarisverhoging?\u003C\u002Fi>\u003C\u002Fp>\u003Cp>Niet helemaal. De werkgever zou geen goed werkgever zijn als hij het salaris van je collega verlaagd zou hebben bij overplaatsing naar een andere vestiging. In dit soort gevallen kiest een werkgever er meestal voor om het oude salaris aan te houden. Ook het College voor de Rechten van de Mens zou de loonverschillen in deze situatie waarschijnlijk billijken. Op zich is het wel een goede stap om opslag te vragen omdat je leidinggevende wordt en meer verantwoordelijkheid krijgt.\u003C\u002Fp>\u003Ch2>Ook een vraag?\u003C\u002Fh2>\u003Cp>Stel hier je vraag over gelijke beloning\u003C\u002Fp>\u003Ch3>\u003Cb>Vergelijk je salaris\u003C\u002Fb>\u003C\u002Fh3>\u003Cul>\u003Cli>Hoeveel verdien jij nu? Vul de Salaris Enquête in 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":44,"link":45},"Contact",{"title":44,"url":46,"description":44,"rel":47,"type":48,"id":49},"\u002Fabout\u002Fcontact","follow","internal",24590,[],{"id":52,"first_name":53,"last_name":54,"email":55,"image":56,"function":57},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. 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