What employers should check before posting — pay transparency, language, and anti-discrimination requirements.
Coming · since/from 2026-06-07 (federal deadline; enactment unconfirmed)
Initial pay or pay range must be disclosed to candidates (in the ad or before pay negotiation).
Basis: Federal transposition of Dir. 2023/970 — literal/'1:1' incorporation expected; Minister Clarinval confirmed intent to transpose by the deadline
Coming
Employers/recruiters may not ask candidates about current or previous pay.
Basis: Federal transposition of Dir. 2023/970
In force
Job ads/employment communications must be in the region's official language: Dutch in Flanders, French in Wallonia, FR/NL in bilingual Brussels.
Basis: Flemish & Walloon language legislation on employment relations
In force
Age limits/age-based exclusions in a job ad are unlawful age discrimination.
Basis: Council Directive 2000/78/EC (Employment Equality)
In force
Requiring a specific nationality (beyond legal right to work) is unlawful.
Basis: TFEU Art. 45 + Directive 2000/43/EC
In force
'Native speaker'/'mother-tongue' requirements are indirect discrimination; require a proportionate level (e.g. C1) instead.
Basis: Directive 2000/43/EC; CJEU case law (Groener)
This is informational guidance, not legal advice. Rules summarised here are a best-effort synthesis and may have changed; transposition timing varies by country. Verify with qualified employment counsel before relying on any of it.
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