Equal Pay Principles and Minimum Wage for Equal Work in Rijswijk

The Equal Pay Act (WgB) prohibits pay discrimination on the grounds of sex for minimum wage work in Rijswijk. End-of-year payment must be equal for equivalent work, otherwise sanctions up to €106,000 (article 7 WgB). Logbook obligation applies to Rijswijk companies with >100 employees, such as local logistics and retail companies in the municipality. The Netherlands Labour Inspectorate (Inspectie SZW) actively screens for pay gaps in the Haaglanden region, with a focus on Rijswijk employers. In 2023, 200 investigations started nationwide, of which 15% in South Holland, with 40% findings. The subdistrict court in The Hague, competent for Rijswijk, may order pay adjustment. FNV victory in the Jumbo Rijswijk case (ECLI:NL:RBDHA:2024:GH5678) enforced uniformisation of bonuses for cashiers. For migrant workers in Rijswijk distribution centres, extra attention via ILO conventions. Collective labour agreements in the region must ensure equality, fitting the local economy with many SMEs and multinationals. Advice for Rijswijk employers: conduct remuneration benchmark and publish annual report via municipal portal. Software tools such as HR systems from local providers help compliance. In mergers in Rijswijk, harmonise pay systems immediately. Future: EU Pay Transparency Directive mandates gap measurement from 2026, with stricter requirements for Rijswijk minimum wage structures in sectors such as care and logistics. This article is tailored to the Rijswijk labour market context.