Wage Transparency
On 10 May 2023, the EU approved the Wage Transparency Directive (EU 2023/970). This directive requires member states to implement rules by 7 June 2026 that ensure equal pay for men and women for equal or equivalent work. This will be achieved through wage transparency and enforceable rights for employees.
Read more: "EU Wage Transparency Directive: these are the 5 requirements"
The directive imposes several obligations where Securex can assist. Do you need help establishing remuneration structures, function classification, or transparent wage structures? We have a specialised team ready to guide you. Contact us via email: consultinglegal@securex.be.
The AI Act
The AI Act introduces new rules for using AI in the workplace. Employers who use AI for recruitment, evaluation, or dismissal must be transparent about how these systems operate and their impact on employees.
From August 2025, obligations for general AI models will come into effect, and from August 2026, all high-risk applications must comply with strict rules regarding safety, data quality, and human oversight. Additionally, the law requires employers to adequately train their staff on the use and impact of AI, ensuring that employees understand how this technology works and what rights they have.
Read more: "The use of AI in the workplace: some points of attention"
The Entry/Exit System (EES) Comes into Effect
From 12 October 2025, Europe will digitally register who enters and exits.
Non-EU citizens staying short-term (maximum 90 days over 180 days) will be scanned using biometrics. The system will apply in 29 countries and will be fully operational by 10 April 2026.
Read more: "EES - Entry/Exit System (EES)"
EU Directive on Platform Work Strengthens Rights of Digital Workers
On 23 October 2024, the EU approved a directive to improve the working conditions of platform workers, which must be incorporated into national legislation by 2 December 2026. The directive has three main parts: it simplifies the process of determining the correct status of platform workers, ensuring that those who are actually employees are recognised as such. It enhances the protection of personal data through additional restrictions on the use of sensitive data, in addition to the GDPR. Furthermore, it imposes rules for the use of algorithms in employee management, granting new rights such as human intervention in cases of dismissal.
Sustainability Reporting is Postponed.
On 16 September 2025, a bill was submitted in the Chamber that postpones the start date of sustainability reporting for certain companies by two years. With this bill, Belgium aims to incorporate the European “stop-the-clock” directive into Belgian law. The intention is to give companies more time to prepare for the new reporting obligations.
Read more: "Europe simplifies sustainability reporting"
