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 criteria that are objective, gender-neutral and explainable. And those decisions are often made during performance reviews.

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

Agenda

1. The directive, explained: what it requires, where Belgium stands, and why your performance reviews are on the front line (without losing sight of what it requires beyond them).
2. The method, step by step: defining objective criteria for each role, assessing against expected skills, linking the outcome to progression and the salary range, and documenting your decisions. Illustrated 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 walk away with:

A concrete method to align your performance 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 review cycle, without waiting for the law to be published.