Legally reviewed by a specialized employment lawyer
Your own compensation policy reviewed against the law
Finished with a conversation guide for yourself and your managers
From Policy to Conversation: Wage Transparency Training for HR
About this training
Implementing wage transparency in your organization
You have the remuneration policy on paper and the job classification is in place. Yet you know that it doesn't stop there. From the implementation of the Wage Transparency Act, scheduled for January 1, 2027, your organization must be able to substantiate wage differences, respond to requests for information within two months, and gradually start reporting on pay differences between men and women. Your supervisor will conduct the conversations that follow.n And what they cannot explain ends up with you. In this two-day training, you work on all three layers: the structure of the law, the preparation of the line, and your own conversational skills.
For Whom
This training is for HR professionals, HR managers, HR business partners and rewardspecialists responsible for the implementation of the Wage Transparency Act. The training is for a maximum of 8 persons (minimum 4). Particularly valuable for organizations with one hundred to two hundred and fifty employees without their own rewarddepartment.
Length of time
This training consists of 2 consecutive training days..
Support
You go home with a conversation guide for you. yourself and the managers and a draft of your action plan, both legally reviewed.
Continue to grow
Upon successful completion of the training, the participant receives a certificate. The training is also available as in-company-track available.
Frequently asked questions
The training is intended for HR professionals who need to implement the Wage Transparency Act in their organization and involve their managers in the process. Participants bring their own compensation policy and job classification. Managers follow a separate variant, focused on conducting the salary negotiation itself.
Employers are becoming transparent about how salaries are determined. Applicants know the salary range before they sit down for a meeting, employees may inquire how their wages compare to those of colleagues performing equivalent work, and pay differences between men and women must be justifiable. Organizations that only address this once the first employee asks questions have to improvise when it counts.
Your compensation policy is shifting from an internal agreement to a public narrative. Everything you currently regulate implicitly—such as why someone is placed in a certain scale and what is required to advance—must be documented in objective criteria and be explainable in plain language. If this substantiation is lacking, you must demonstrate that the difference is justified in the event of a complaint. If you fail to do so, back payment will follow.
The salary or range is provided to the candidate in advance, and the question regarding the current salary is removed from the process. In the future, “market-rate salary” will no longer suffice. Recruiters and managers negotiate within a framework that the candidate is already familiar with. As long as recruiters and managers interpret this in their own way, offers are created that you have to explain to the entire team six months later.
They gain insight into their position relative to colleagues in equivalent roles. In practice, this means: more questions, and sharper questions. These go to the manager first, and only then to HR. If the answer on the shop floor sounds different than to HR, transparency costs you exactly the trust you wanted to build.
The scope for individual deviation is shrinking, while the need for substantiation is increasing. Whereas negotiation skills used to allow for differentiation, scale is now becoming the starting point. This requires consistency across all departments. Two managers explaining the same difference differently will lead to a discussion within a week that the entire team attends.
This training consists of 2 consecutive training days.
Yes . As an in-company program, we work with your organization's compensation policy and job classification, and managers join the section on a unified organizational narrative. This ensures that HR and line management are immediately aligned, with the same answers to the most difficult questions.
A legally sound compensation policy is not necessarily a policy the organization can explain. The moment of truth lies with the manager who is asked on a Tuesday afternoon why a colleague earns more. Does he give the same answer as his neighbor in the hallway? And does he know when to refer the question to HR? The Salary Transparency training provides you with the tools to organize this: standard answers to the toughest questions, a way to prepare managers, and the conversational skills for the escalations that land with you. Get to work on your organization's policy, practice with your own case studies, and discover where your narrative clashes in practice.
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Postponement is not cancellation: this is coming down on HR
The implementation of the Wage Transparency Act has been postponed once, from June 2026 to January 1, 2027. The legislative proposal has been before the House of Representatives since May 2026 and adopts the European directive almost verbatim, so there is no longer any doubt regarding its content. Belgium was required to have transposed the directive by June 7, 2026, putting it half a year ahead of us. What is currently on the HR plate there will also be coming here: a job classification system that must pass the test of equivalent work, salary ranges in every vacancy, a ban on asking about candidates' wage history, information requests with a response period of two months, a Works Council requesting figures, and a joint wage evaluation in the event of an unexplained difference of five percent or more. Anyone who gets the job classification system, communication, and line management in order now will enter 2027 with a head start!
Setting up wage transparency in a way that suits your organization
During the Wage Transparency training, you compare your organization's compensation policy and job classification with what the law requires: equivalent work, gender-neutral criteria, the right to information, reporting obligations, and wage evaluation. An attending employment lawyer reviews the process so that you know exactly where you stand. Afterwards, working in subgroups, you develop a conversation guide for your managers and test it for consistency with peers.
HR under wage transparency: this is what you will learn
Discover which steps your organization needs to take and in what order. Learn how to formulate and assess reward criteria objectively and in a gender-neutral manner. Gain insight into the questions your managers will receive and the points where they might get stuck, so you can prepare them. Practice the escalation and information conversations that end up with HR, using objective language while allowing room for emotion. And organize a unified narrative throughout the organization so that every manager gives the same answer. You will leave with a conversation guide and insight into your approach.
Success through action and continuous development
Increase your impact with our training courses for HR and managers. Develop focus, resilience, and practical skills to continue growing in your role.
Salary transparency for managersExplain reward choices and maintain trust in your team. For the managers who conduct the conversation.
Our trainers and experts combine knowledge, experience, and boldness to lead your organization to success. For this training, we collaborate with Marion Bökkerink-de Koning, a specialist employment lawyer at Antonia Advocatuur & Mediation, who provides the legal foundation of the European Wage Transparency Directive. Be inspired and guided by the best in the field. Success through action.
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The first step to your success
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