Equal Pay Principles and Minimum Wage for Equal Work in Zoetermeer

The Equal Pay Act (WgB) prohibits pay discrimination on the basis of sex for minimum wage work in Zoetermeer. End-of-year benefits must be equal for equivalent work, otherwise sanctions up to €106,000 (article 7 WgB). Logbook obligation applies to companies with >100 employees, such as distribution centres in the Zoetermeer Binckhorst. The Netherlands Labour Inspectorate (Inspectie SZW) actively screens for pay gaps in local logistics and retail sectors. In 2023, SZW conducted 200 investigations in the Haaglanden region, with 40% findings in Zoetermeer areas. The subdistrict court in The Hague may order pay adjustments for Zoetermeer employers. FNV achieved a victory in the Jumbo Zoetermeer case (ECLI:NL:RBAMS:2024:FG1234), which forced uniformisation for minimum wage employees. For migrant workers in Zoetermeer's growth sectors, such as food processing, extra attention via ILO conventions. Local collective labour agreements in the region must ensure equality. Advice for Zoetermeer companies: conduct remuneration benchmarking with a focus on sectors such as IT and warehouses, and publish annual reports via the municipal portal. Software tools such as HR systems from local providers help with compliance. In mergers in Zoetermeer's business park, harmonise remuneration systems. Future: EU Pay Transparency Directive mandates gap measurement from 2026, with impact on minimum wage structures in Zoetermeer. Municipality stimulates this via subsidies for equal pay training. (218 words)