Business Centrum staff member in Ghent at his screen, working on the joint committee 200 pay scale for white-collar staff

PC 200 / Auxiliary Joint Committee for White-Collar Workers

Joint committee 200pay scale, indexand bonuses 2026

Joint committee 200 is the auxiliary committee for white-collar employees: it applies to every employee whose employer falls under no other committee for white-collar staff. Since 1 January 2026, all wages have been indexed by 2.21%, and a full-time starter earns at least € 2,242.80 gross per month in class A, up to € 2,555.72 in class D.

Go to the pay scale

By Published

Updated and figures checked on

2.21%

indexation on 1 January 2026

€ 2,242.80

lowest starting wage, class A

500,000

employees at nearly 60,000 employers

38 h

average working week

Scope

Who falls under joint committee 200?

PC 200 is residual. It covers all white-collar employees whose employer has no dedicated joint committee for white-collar staff. That makes it the largest committee in the country, with around 500,000 employees at nearly 60,000 employers.

The social fund counts more than 30 subsectors, from wholesale, construction firms and garages to consultancy, advertising agencies, publishers, IT companies and travel agencies.

The committee follows the activity of your company, not the job. Your blue-collar workers fall under another committee, for example PC 124 in construction, while your white-collar staff are in PC 200. Two committees in one company is very common.

Not in PC 200

  • PC 302Hospitality: joint committee 302 covers blue-collar and white-collar staff together.
  • PC 201Independent retail: white-collar staff fall under joint committee 201.
  • PC 226Transport and logistics: white-collar staff there often fall under the committee for international trade, transport and logistics.
  • PC 207, 209, 220Chemicals, metal and food have their own committee for white-collar staff, as do banks and insurers.
  • PC 100Blue-collar workers never fall under PC 200. Their auxiliary committee is PC 100.

How can you be sure?

Check the number on the payslip or in the Dimona. When in doubt, the main activity of the company decides. The wrong committee means the wrong pay scale and the wrong bonuses.

Joint committee 200: pay scale and index 2026 2026: class A, starting, per month € 2,242.80, class D, starting, per month € 2,555.72, index on 1 January 2026 2.21%

Job classification

Four classes, A to D

The minimum wage depends on two things: the class of the job and the years of professional experience. You classify each job by the actual content of the work, not by the title, and you inform the employee in writing of their class.

A

Executive

A limited number of simple, repetitive tasks.

For examplecheckout assistant, shipping clerk, van driver, typist

B

Supporting

A defined set of tasks that contributes to a larger assignment.

For examplepurchasing administrative assistant, telephone receptionist, logistics assistant, cashier

C

Managing

A complete set of tasks that together form one assignment.

For exampleaccounting clerk, HR administration clerk, dispatcher, warehouse supervisor

D

Advisory

Monitors and develops a business process towards a goal.

For exampleaccountant, buyer, programmer, prevention adviser, sales representative

Experience counts broadly: including years with previous employers, as a self-employed person or as a civil servant. Part-time work counts as full-time.

PC 200

Sales representatives are at least in class C with less than 4 years of experience and in class D from 4 years. During the first 6 months, the minimum may be that of class A without experience.

PC 200 minimum wage

Joint committee 200 pay scale for 2026

Gross monthly wages for a full-time employee (38 hours per week), valid since 1 January 2026. Scale I applies during the first year with your company. After one year of service, the employee moves to scale II, which is higher. Part-timers receive the scale in proportion to their hours.

Scale I: first year of service

Experience (years)Class AClass BClass CClass D
0€ 2,242.80€ 2,336.26€ 2,369.30€ 2,555.72
1€ 2,249.57€ 2,349.65€ 2,369.30€ 2,572.63
2€ 2,256.27€ 2,363.08€ 2,422.72€ 2,589.24
3€ 2,263.05€ 2,376.60€ 2,469.69€ 2,606.20
4€ 2,269.88€ 2,394.82€ 2,516.65€ 2,671.94
5€ 2,276.53€ 2,413.36€ 2,563.77€ 2,730.42
6€ 2,283.28€ 2,427.37€ 2,610.74€ 2,788.81
7€ 2,289.95€ 2,462.42€ 2,657.88€ 2,847.07
8€ 2,297.17€ 2,497.55€ 2,705.04€ 2,905.53
9€ 2,315.81€ 2,532.54€ 2,752.17€ 2,963.63
10€ 2,334.52€ 2,567.80€ 2,799.16€ 3,022.34
11€ 2,350.42€ 2,597.47€ 2,846.25€ 3,080.45
12€ 2,366.17€ 2,626.79€ 2,893.28€ 3,139.01
13€ 2,382.16€ 2,656.47€ 2,930.46€ 3,197.29
14€ 2,397.80€ 2,685.87€ 2,967.49€ 3,255.72
15€ 2,413.36€ 2,715.46€ 3,004.68€ 3,304.78
16€ 2,428.83€ 2,725.04€ 3,041.72€ 3,353.78
17€ 2,444.37€ 2,734.54€ 3,078.86€ 3,402.77
18€ 2,459.90€ 2,744.25€ 3,089.43€ 3,451.90
19€ 2,459.90€ 2,753.78€ 3,100.06€ 3,500.99
20€ 2,459.90€ 2,763.40€ 3,110.73€ 3,518.35
21€ 2,459.90€ 2,773.17€ 3,121.59€ 3,535.83
22€ 2,459.90€ 2,782.63€ 3,132.27€ 3,553.29
23€ 2,459.90€ 2,792.24€ 3,143.20€ 3,570.59
24€ 2,459.90€ 2,801.83€ 3,153.91€ 3,587.83
25€ 2,459.90€ 2,811.38€ 3,164.85€ 3,605.11
26€ 2,459.90€ 2,821.00€ 3,175.60€ 3,622.42

Scale II: after one year with the same company

Experience (years)Class AClass BClass CClass D
1€ 2,310.29€ 2,413.08€ 2,433.27€ 2,642.08
2€ 2,317.18€ 2,426.87€ 2,488.15€ 2,659.15
3€ 2,324.15€ 2,440.76€ 2,536.36€ 2,676.54
4€ 2,330.81€ 2,459.31€ 2,584.73€ 2,744.49
5€ 2,337.66€ 2,478.44€ 2,633.21€ 2,804.73
6€ 2,344.44€ 2,492.89€ 2,681.48€ 2,864.70
7€ 2,351.34€ 2,528.89€ 2,730.02€ 2,924.78
8€ 2,358.93€ 2,565.14€ 2,778.59€ 2,984.79
9€ 2,378.06€ 2,601.10€ 2,827.02€ 3,044.74
10€ 2,397.32€ 2,637.36€ 2,875.48€ 3,105.00
11€ 2,413.72€ 2,667.85€ 2,923.84€ 3,164.93
12€ 2,429.90€ 2,698.00€ 2,972.19€ 3,225.07
13€ 2,446.31€ 2,728.53€ 3,010.43€ 3,285.12
14€ 2,462.42€ 2,758.86€ 3,048.50€ 3,345.24
15€ 2,478.44€ 2,789.20€ 3,086.76€ 3,395.69
16€ 2,494.34€ 2,799.06€ 3,124.96€ 3,446.06
17€ 2,510.25€ 2,808.86€ 3,163.18€ 3,496.57
18€ 2,526.17€ 2,818.89€ 3,174.02€ 3,547.02
19€ 2,526.17€ 2,828.75€ 3,184.93€ 3,597.56
20€ 2,526.17€ 2,838.67€ 3,195.98€ 3,615.46
21€ 2,526.17€ 2,848.50€ 3,207.13€ 3,633.39
22€ 2,526.17€ 2,858.33€ 3,218.09€ 3,651.34
23€ 2,526.17€ 2,868.35€ 3,229.43€ 3,669.27
24€ 2,526.17€ 2,878.14€ 3,240.48€ 3,686.97
25€ 2,526.17€ 2,887.97€ 3,251.74€ 3,704.66
26€ 2,526.17€ 2,897.81€ 3,262.72€ 3,722.54

Amounts after the indexation of 1 January 2026. An employee moves up one step on the first day of the month after completing a full additional year of experience.

Student workers under 21

The youth scale for regular employees was abolished on 1 January 2024. Student workers still have their own scale by age and class.

What does the employee keep in net pay? Work it out with our gross-to-net calculator.

AgeClass AClass BClass CClass D
16€ 1,447.01€ 1,504.51··
17€ 1,635.97€ 1,702.00··
18€ 1,824.77€ 1,899.72€ 2,060.46€ 2,262.46
19€ 1,975.81€ 2,057.87€ 2,234.09€ 2,406.41
20€ 2,051.39€ 2,136.83€ 2,320.65€ 2,491.56

Indexation

PC 200 indexes once a year, on 1 January

PC 200 indexes every year on 1 January. The percentage follows the smoothed health index of November and December compared with the same months a year earlier. In 2026 it came to 2.21%.

The indexation applies to the minimum scales and also to actual wages. If you pay above the scale, that wage rises just the same. For commission-based pay, only the fixed part follows. An employer who also has blue-collar workers may index his white-collar staff with the system used for those workers. Since 1 June 2026, however, the cent index applies: for a full-time gross monthly wage above € 4,000, the first 2% of indexation applies only to that € 4,000, after that to the full wage again.

Indexation on 1 January

  • 20223.58%
  • 202311.08%
  • 20241.48%
  • 20253.58%
  • 20262.21%

The next adjustment falls on 1 January 2027. The percentage is only known at the end of December.

Bonuses and benefits

What comes on top of the salary

In addition to the monthly salary, you pay three fixed extras in PC 200: a year-end bonus, an annual bonus and eco vouchers.

Your PC 200 calendar

  1. January

    Indexation of 2.21% on all wages

  2. June

    Annual bonus and eco vouchers with the June salary

  3. October

    Cycling allowance rises to € 0.32 per km. Converting eco vouchers? Decide before 31 October

  4. December

    Year-end bonus, in December at the latest

Year-end bonus

One full gross monthly salary, paid in December at the latest.

  • Condition: at least 6 months of seniority at the time of payment.
  • Employees who join after the start of the year receive a bonus in proportion to the full months worked.
  • Absences may reduce the bonus, except among others holidays, public holidays, short leave, birth leave, maternity leave, workplace accidents, 60 days of illness and since 2026 also 5 days of temporary unemployment.
  • Dismissal by the employer, except for serious cause: pro rata bonus from 6 months of seniority, even if the employee leaves with a counter-notice. The same applies on retirement, unemployment with company supplement (SWT) and definitive force majeure.
  • Resignation or termination by mutual agreement: pro rata bonus from 3 years of seniority. This used to be 5 years.
  • Fixed-term contract of at least 6 months: pro rata bonus on departure.

Annual bonus

€ 330.84 gross for a full-time employee, with the June salary.

The base amount of € 250 follows the indexation every year. The reference period runs from June to May inclusive. Part-timers and employees who leave during the period receive a share. A company can convert the bonus into an equivalent benefit, such as meal vouchers or group insurance.

Eco vouchers

Paid in June, for the reference period from June to May inclusive.

Work schedulePer year
Four fifths or more€ 250
Three fifths or more€ 200
Half-time or more€ 150
Less than half-time€ 100
  • There are reports that eco vouchers are disappearing. That is not the case in PC 200: the sector agreement runs for an indefinite period.
  • Conversion into an equivalent benefit is possible, with written agreement from the union delegation or after informing the employees in advance. Decide before 31 October; the conversion applies from the following year.

Meal vouchers

No sector-wide obligation. You can grant them through a company agreement, an individual arrangement, or as a conversion of the annual bonus or the eco vouchers.

Seniority leave

PC 200 has no sector-wide seniority leave. Only what your company agrees itself applies.

Worked example

What does a class C employee cost?

Lotte is an HR administration clerk (class C) with 5 years of experience and has worked full-time for you for more than a year. She therefore falls under scale II. This is the minimum you owe her in 2026.

Minimum monthly wage, scale II, class C, 5 years
€ 2,633.21
Twelve monthly wages
€ 31,598.52
Year-end bonus in December
€ 2,633.21
Annual bonus in June
€ 330.84
Eco vouchers in June
€ 250.00
Minimum per year, gross
€ 34,812.57

On top of this come the double holiday pay and the employer's social security contributions.

Does Lotte drive to work (25 km one way)? Her wage and bonuses together (€ 34,562.57) stay below the ceiling of € 36,688. You therefore pay a contribution of € 64.00 for a full month.

Short leave

More days than the law

For family events and civic duties, the employee may be absent on full pay. PC 200 grants more than the statutory scheme for a wedding and for bereavement. Since 1 January 2026, bereavement leave gained 2 days.

We track every type of absence in our leave and absence service, so the payslip is always correct.

EventPC 200Statutory
Wedding of the employee3 days2 days
Death of a partner or child12 days10 days
Death of a father or mother5 days3 days
Death of a parent-in-law or step-parent3 days3 days
Death of a cohabiting brother, sister or grandparent2 days2 days
Juror or witness in courtmax. 5 dayssame

On the death of a partner, child or parent, the employee takes 3 days between the death and the funeral and the rest within the year. Deviating is possible by mutual agreement. For a parent-in-law or step-parent, the days are taken within 12 days of the death.

Short leave

Moving house does not give a right to short leave in PC 200.

Commuting

Train, car or bicycle

PC 200 sets the contribution to travel costs per means of transport. You pay monthly: for public transport on the basis of the ticket or pass, for own transport and cycling only for the days the employee actually comes to work.

Train

100% of the second-class train season ticket, since 1 January 2026.

With a third-party payer scheme at NMBS/SNCB, the government covers 20%.

Tram, bus, metro

Up to 75% of the price via a fixed table.

For a flat fare, 71.80% of what the employee pays.

Own car

From 3 km one way: 50% of the price of a monthly train ticket for the same distance.

Mandatory for employees with a gross annual wage up to € 36,688. That ceiling follows indexation from 1 January 2027.

Bicycle

From 1 October 2026: € 0.32 per kilometre, up to € 12.80 per day (40 km round trip). Previously € 0.27 and € 10.80.

Cannot be combined with another allowance for the same route, except public transport.

Quick calculation

An employee cycles 10 km to work, so 20 km per day. Since 1 October 2026, he receives € 6.40 per day worked.

Pension, fund and training

What else the sector arranges

Sector pension: no general scheme

PC 200 has no general sector supplementary pension. Group insurance for your white-collar staff is a company choice, not a sector obligation.

There is one exception that is often overlooked. Do you also employ blue-collar workers with a sector pension, as in construction under joint committee 124? Then the gap with your white-collar staff must be closed.

Until there is a pension plan for the white-collar staff, you pay the employees who were already in service on 1 September 2019 a temporary annual bonus in December of 15.31% of the gross November salary. The gap must be closed by 1 January 2030 at the latest. Several subsectors already have such a plan.

You pay 0.23% of gross wages to the PC 200 Social Fund. It finances, among other things, Cevora training and outplacement for older employees.

Training entitlement per employee

CompanyTraining days per full-time employee
Fewer than 10 employees4 over 2 years, at least 1 individual day per year
10 to 19 employees4.5 over 2 years, at least 1 individual day per year
20 employees or more4 per year from 2026, 5 per year from 2028

Training takes place during working hours. If it takes place outside them, you give the same time back. Travel costs are paid by the employer.

If you offered too few days after 5 years, the employee may take the missing days at Cevora within 12 months. Companies with 20 employees or more draw up a training plan every year.

Dimona

Dimona and staff types

You register each employee via Dimona before the first working day starts. The type depends on the status. Prefer to leave it to us? Our Dimona management handles every hire and departure.

Registered too late? Read what a late Dimona can cost you and how to correct it.

  • OTH

    Regular employees

    For every employee with an employment contract, including part-time and fixed-term.

  • STU

    Student workers

    With a student employment contract. In PC 200, the student scale by age and class applies to them.

  • FLX

    Flexi-job workers

    Since 1 July 2026, flexi-jobs are in principle possible in all sectors, unless a committee opts out. The royal decree of 30 August 2026 listing the excluded sectors does not mention PC 200. Before that, it was only possible here in driving schools.

Pitfalls

Where it goes wrong

  1. 01

    Wrong class

    The title does not decide, the content does. An administrative assistant who independently keeps the books belongs in class C, not B. Put the class in writing.

  2. 02

    Forgetting scale II

    After one year of service, the minimum rises. Missing the switch means paying below the scale and having to make up back pay.

  3. 03

    Indexing only the scale

    The indexation also applies to wages above the scale. A wage that does not rise in January is too low.

  4. 04

    Missed eco voucher deadline

    To convert eco vouchers, decide before 31 October. Otherwise you simply pay eco vouchers again next year.

  5. 05

    Year-end bonus on departure

    A share is also due on dismissal by the employer (except for serious cause) and on resignation after 3 years. It belongs on the final payslip.

  6. 06

    Underestimating the car ceiling

    The ceiling of € 36,688 is higher than many employers think. A class C employee with a few years of experience often falls below it.

  7. 07

    Pension gap with blue-collar staff

    Employers whose blue-collar workers have a sector pension plan must close the gap with their white-collar staff by 2030.

Business Centrum

How we handle PC 200 for you

As a partner of Acerta, Business Centrum handles the payroll and HR administration of SMEs, including in wholesale and construction, where white-collar staff are almost always in PC 200.

  • We place each job in the right class and confirm it in writing.
  • We apply the indexation, the move to scale II and the new allowances automatically.
  • We plan the year-end bonus, annual bonus and eco vouchers, and warn you ahead of the conversion deadline.
  • We draw up employment contracts that comply with PC 200, also for students and flexi-job workers.

Frequently asked questions

Questions about PC 200

The questions employers ask us most often about the auxiliary committee for white-collar staff.

Sources

Every amount and deadline on this page was checked against these official sources, last consulted on .

More at Business Centrum

PC 200 white-collar

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