Reward Survey Employees 2025

1. The overall gender pay gap is decreasing

The EU Pay Transparency Directive of 2023 stipulates that the gender pay gap must not exceed 5%. Over the past year, the overall pay gap among white-collar employees decreased by a quarter, from 2.41% to 1.79%. On average, this adjusted pay gap now falls within the EU’s recommended threshold. This trend is largely explained by a narrowing gap at lower job levels, where many male and female employees perform similar roles.

Starting in 2026, all EU member states will be required to implement legislation aligned with the EU Pay Transparency Directive.

2. The pay gap increases at higher job levels

There is a significant gender pay gap at middle management (6.95%, an increase of 1.52%) and senior management levels (9.72%, an increase of 3.55%). Higher-level roles tend to be more individual and therefore harder to compare than lower-level positions. Moreover, senior management roles are typically reached after several years of career progression. When promoted, previous salary differences are often not fully corrected.

3. Women remain underrepresented at higher job levels

The Hudson Reward Survey shows that women are still underrepresented in senior roles: only one in three of these positions is held by a woman. However, there is a slow but noticeable shift — the share of women in such roles has increased to 33%, a rise of 2%. In traditionally male-dominated sectors such as engineering, manufacturing, IT, and construction, only one in five senior managers is a woman.

4. The pay gap between bachelor’s and master’s degrees is narrowing at career start

Starting salaries for bachelor’s and master’s graduates are becoming increasingly aligned. However, variable pay for master’s degree holders remains significantly higher, with a difference of around €2,000 per year. As careers progress, the gap in total compensation tends to widen again.

5. Companies have limited room for salary increases and lower bonuses

The average salary increase in 2024, excluding indexation, remains stable at 1.3%, compared to 1.2% the previous year. One in three white-collar employees did not receive any salary increase beyond indexation.

The share of variable compensation remained unchanged across all levels. Although CAO 90 bonuses were offered just as frequently, they were paid out less often — partly due to the economic slowdown. For CAO 90 bonuses, 22% were paid below target, and in 15% of cases, no bonus was paid at all. The picture is even more concerning for performance-based bonuses: in 29% of cases, no bonus was paid, and nearly half (44%) received only a partial payout.

6. 15% of companies have a gender pay gap exceeding 5%

In 15% of Belgian organizations, female white-collar employees still earn on average 5% less than their male counterparts. Medium-sized companies (50–250 employees) are particularly affected by this excessive pay gap.

A conversation on compensation: vision, data, and the future

In this webinar, we explore the current challenges in Compensation & Benefits and share our perspective on the latest developments in reward strategy, the findings of Hudson’s recent salary survey, and how companies can navigate the tension between budget constraints and rising employee expectations.

Expect an engaging conversation filled with insights, practical examples, and sharp reflections on how organizations can shape their compensation policies today — and in the future.

Want to learn more?

Would you like to gain deeper insights into compensation within your organization? Feel free to contact us.