What is the Professional Equality Index?

Verified 07 February 2024 - Directorate for Legal and Administrative Information (Prime Minister)

The employer of a company of at least 50 employees must calculate and publish an index of gender equality.

The index was conceived as a tool to end professional inequalities.


in order to achieve significant results, the labor inspectorate's checks on equal pay are to be stepped up.

This mechanism concerns companies, associations and trade unions.

Every year, before 1er March, the employer must publish the index note on the company's website (or send it to employees by any means).

The employer must also provide the details of the various indicators to the Social and Economic Committee (ESC) and labor inspection (Dreets: titleContent).

Please note

Only public establishments of an industrial and commercial nature and certain public administrative establishments employing at least 50 employees under private law conditions are subject to this obligation. However, local and regional authorities are not.

The index consists of 5 main criteria that assess gender inequality in companies as one score out of 100.

Gender pay gap

He counts for 40 points on the score.

This indicator shows the average earnings of women and men in a company.

The remuneration of each employee shall be reconstituted in full-time equivalent over the relevant annual reference period.

The employer should not take into account the following:

  • Redundancy payments
  • Retirement allowances
  • Premiums linked to a particular subject which does not concern the employee’s person (e.g. dirt premium, cold premium, premium for opening/closing a shop, premium for stand-by duty, etc.).
  • Seniority Bonuses
  • Overtime
  • Additional hours
  • Payments in respect of the profit-sharing and participation

Collective bonuses granted to all employees, regardless of their work position, should be included in the remuneration (e.g. transport premium or holiday premium).

"Bonuses", commissions on products, objective bonuses linked to the individual performance of the employee, which vary from one individual to another for the same position, must be taken into account.

To achieve the full 40 points, a company must reduce the gender pay gap to zero.

Individual Increase Allocation Variance

He counts for 20 points on the score.

The indicator assesses the percentage of women and men who received an increase in the year.

In order to obtain full marks, a company must give the same increases to women as to men, 2% close to or to 2 people.

Promotional spread (only in companies with more than 250 employees)

He counts for 15 points on the score.

Points are awarded to companies who, during the year, promote as many women as men to 2% or to 2 people.


for companies with 50 to 249 employees, this criterion is merged with that of the increase.

Number of employees increased upon return from maternity leave

He counts for 15 points on the score.

The entire score is awarded to a company that gives an increase to women returning from maternity leave.

If a single employee in this situation does not receive an increase, no points will be awarded to the company.

Parity among top 10

He counts for 10 points on the score.

To achieve the last 10 points, a company must have at least 4 women among its top 10 salaries.

Penalties of up to 1% the payroll is provided for in one of the following cases:

  • The minimum score of 75 points is not reached after 3 years from the publication of the 1re note
  • The company does not publish its index