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Equal Pay Principles and Minimum Wage for Equal Work in Utrecht

The WgB requires equal year-end bonuses for minimum wage work of equal value in Utrecht. Logbooks and scans are mandatory; severe sanctions apply for discrimination. Local benchmarks via UWV are essential.

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The Equal Pay Act (WgB) prohibits wage discrimination based on gender for minimum wage work in Utrecht. Year-end bonuses must be equal for equivalent work; otherwise, sanctions of up to €106,000 may apply (Article 7 WgB). A logbook obligation applies to Utrecht-based companies with over 100 employees, particularly in the logistics sector around Utrecht Central Station. The Inspectorate SZW actively monitors pay gaps in the Utrecht region, with a focus on hospitality and retail. In 2023, SZW conducted 25 investigations in Utrecht, with findings in 45% of cases. The Utrecht cantonal court may order wage adjustments, as seen in the recent FNV victory against a local supermarket chain (ECLI:NL:RBUTR:2024:GH5678), which enforced standardization for cashiers. Migrant workers in Utrecht warehouses receive additional attention under ILO conventions. Provincial collective labor agreements (CAOs) for Utrecht’s logistics sector must ensure equality. **Recommendation:** Conduct a remuneration benchmark with the Utrecht employers' association and publish an annual report via the UWV Utrecht office. Compliance tools from local HR-tech firms can assist. In cases of mergers within the Utrecht region, harmonize systems. **Future developments:** The EU Pay Transparency Directive will mandate pay gap reporting from 2026, with stricter enforcement by Utrecht labor inspectors. This will profoundly impact minimum wage structures in the city, particularly for seasonal work.