Social Partners Implementing Equal Pay Legislation in Belgium

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ID: 338400
2026
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Abstract
Abstract This chapter examines how the Belgian social partners—trade unions and employers’ organizations—have implemented equal pay policy after the 2012 Gender Pay Gap Law, which established a rigorous screening procedure for sectoral job classifications and company-level wage reporting obligations. The chapter shows that the implementation of the law has partially transformed collective wage bargaining, leading to the significant reduction of the aggregated gender pay gap based on hourly wages, reflected in a very low gender gap in EU comparison. This measurement, however, hides a more complex reality of enduring gender inequalities, such as a continued undervaluation of women’s jobs, women’s overrepresentation in part-time work, and a higher pay and employment gap for low-skilled and minority women. The chapter concludes that, to further reduce the gender pay gap, policies need to tackle gender discrimination in the valuation of work, increasing work–life conflicts, and the dualization of the labor market.
Reference Key
openalex_W7225093516 Use this key to autocite in the manuscript while using SciMatic Manuscript Manager or Thesis Manager
Authors Veronika Lemeire, Patrizia Zanoni
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Journal Oxford University Press eBooks
Year 2026
DOI
10.1093/9780198972914.003.0004
URL
https://doi.org/10.1093/9780198972914.003.0004
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