The EU Pay Transparency Directive was due to be transposed into Belgian law by June 2026. The law is still pending, but the framework is already clear: your pay and progression decisions will need to rest on objective, gender-neutral and explainable criteria. And those decisions are often made during performance reviews.

In 30 minutes, we’ll show you how to build pay transparency into your reviews: what the directive changes, how to adapt your criteria, and where to start from your very next review cycle.

Agenda

1. The directive, simply explained: what it requires, where Belgium stands, and why your reviews are on the front line (without forgetting what it requires beyond them).
2. The method, step by step: define objective criteria for each role, assess against expected skills, link the outcome to progression and the salary range, and document your decisions. With a concrete example.
3. How eBloom helps you lay these foundations: roles, salary ranges, expected skills at each level, and a history of internal moves.
4. Q&A

You’ll leave with:
A concrete method to align your reviews with the directive. The right questions to ask about your current criteria. And a clear idea of what you can adjust from your next cycle, without waiting for the law to be published.

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