{"id":189851,"date":"2026-06-01T17:11:51","date_gmt":"2026-06-01T15:11:51","guid":{"rendered":"https:\/\/www.ruffetassocies.fr\/?p=189851"},"modified":"2026-06-02T10:16:45","modified_gmt":"2026-06-02T08:16:45","slug":"pay-transparency","status":"publish","type":"post","link":"https:\/\/www.ruffetassocies.fr\/en\/pay-transparency\/","title":{"rendered":"Pay transparency"},"content":{"rendered":"\t\t
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In order to ensure greater transparency and greater equality in pay, European Directive 2023\/970 of 10 May 2023 requires Member States to transpose, by 7 June 2026, a number of measures designed to improve pay equity.<\/p>

To date, no legislation has yet been adopted in France, but a draft bill already outlines the initial requirements expected.<\/p>

Below is an overview of the main changes under consideration :<\/p>

\u00a0<\/p>

New indicators for the equality index<\/span><\/span><\/span><\/span><\/span><\/strong><\/h6>

Introduction of two new indicators<\/strong><\/span> :<\/p>

Companies with at least 50 employees are currently required to publish their gender pay gap index once a year, by 1 March at the latest.<\/p>

This index measures the pay gap between women and men within the same company.<\/p>

The transposition of the European directive will provide an opportunity to reform the index by replacing the current five indicators with the seven indicators set out in the directive :<\/p>

  • The gender pay gap;<\/li>
  • The gender pay gap in relation to variable and supplementary pay components;<\/li>
  • The median pay gap;<\/li>
  • The median pay gap in relation to variable and supplementary pay components;<\/li>
  • The proportion of women and men receiving variable and supplementary pay components;<\/li>
  • The proportion of women and men in each pay quartile;<\/li>
  • The gender pay gap by category of worker, broken down by basic pay and by variable or supplementary components.<\/li><\/ul>

    \u00a0<\/p>

    Several major developments are therefore emerging, notably :<\/p>

    • A shift from an approach focused on an overall pay gap to a more detailed analysis (mean\/median, fixed\/variable, quartiles, categories of workers);<\/li>
    • The explicit inclusion of variable pay, whereas the current index does not allow for the specific identification of gaps in this component.<\/li><\/ul>

      \u00a0<\/p>

      Only the first six indicators will need to be submitted to the authority responsible for compiling and publishing this data (the Egapro portal); this submission is to be automated using data from the DSN.<\/p>

      The seventh indicator (pay gap by category of worker) will be reserved for employees and their representatives, and communicated, upon request, to the labour inspectorate and the equality body.<\/p>

      \u00a0<\/p>

      A phased implementation timetable<\/strong><\/span> :<\/p>

      The directive sets out a phased timetable depending on the size of the company.<\/p>

      For companies with at least 250 employees and those with 150 to 249 employees, the first data submission must take place by 7 June 2027 at the latest, followed by annual submissions (\u2265 250 employees) or submissions every three years (150\u2013249 employees).<\/p>

      For companies with 100 to 149 employees, the first submission must take place no later than 7 June 2031, followed by submissions every three years.<\/p>

      The draft bill will need to adapt this timetable to French law and, in particular, specify the regime applicable to companies with 50 to 99 employees, which are currently subject to the obligation to publish the index.<\/p>

      \u00a0<\/p>

      Employers\u2019 obligations in the event of pay gaps<\/strong><\/span> :<\/p>

      Under the draft law transposing the European Directive, employers will be required to take action where pay gaps exceed a threshold to be set by decree, which is expected to be 5%.<\/p>

      For companies with fewer than 100 employees \u2192 Where the indicator reveals a pay gap exceeding the threshold set by decree, the company must implement corrective measures as part of the mandatory negotiations on professional equality.<\/p>

      For companies with 100 or more employees \u2192 The obligations will be strengthened as follows :<\/p>

      • Employees, the Social and Economic Committee (CSE) or trade union representatives may request explanations regarding the published indicators, even where the observed gaps remain limited;<\/li>
      • Where a significant gap exists, the employer must inform and consult the CSE if they intend to justify this gap on the basis of objective factors unrelated to any discrimination.<\/li><\/ul>

        \u00a0<\/p>

        The employer may also decide to implement corrective measures within six months of the indicators being published.<\/p>

        If no justification is provided or the discrepancies are not rectified by the end of this period, the company must carry out a joint assessment with staff representatives and introduce additional measures, either through a collective agreement or, failing that, by drawing up an action plan.<\/p>

        \u00a0<\/p>

        New HR challenges for greater transparency<\/span><\/span><\/span><\/span><\/span><\/strong><\/h6>

        A review of job classification methods<\/strong><\/span> :<\/p>

        To comply with the new requirements, companies will need to review their internal job classification methods to ensure equal pay for employees performing the same work or work of equal value.<\/p>

        Classification can no longer be based solely on the post held or hierarchical level, but must be based on genuine job evaluation tools, enabling the value of the work performed to be compared and an assessment to be made as to whether different jobs are nevertheless in a comparable situation.<\/p>

        The directive specifically identifies skills, effort, responsibilities and working conditions as relevant criteria.<\/p>

        \u00a0<\/p>

        Greater pay transparency<\/strong><\/span> :<\/p>

        The European directive aims to make pay transparency a key tool for ensuring the effective application of the principle of non-discrimination.<\/p>

        This transparency must therefore include :<\/p>

        • A pre-contractual disclosure obligation, requiring job advertisements to state the proposed remuneration or, at the very least, a remuneration range. It will also be prohibited to ask candidates about the remuneration they received in their previous jobs;<\/li>
        • An individual right for employees to information on average remuneration levels, broken down by gender, for categories of workers performing work of an identical nature or of equal value.<\/li><\/ul>

          \u00a0<\/p>

          The forthcoming reform of pay transparency thus presents an opportunity for every company to secure its remuneration practices in the long term, modernise its HR tools and strengthen employee confidence, whilst managing the increased legal risk associated with equal pay, which is now regarded as a genuine obligation to achieve results.<\/p>

          \u00a0<\/p>

          We are here to discuss this matter with you and assist you in implementing this scheme.<\/p>

          Do you have any questions ? Your dedicated contact is on hand to answer any queries you may have.<\/p>

          \u00a0<\/p>

          This article was written in May 2026 by the Social Department<\/strong><\/em><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

          In order to ensure greater transparency and greater equality in pay, European Directive 2023\/970 of 10 May 2023 requires Member States to transpose, by 7 June 2026, a number of measures designed to improve pay equity. To date, no legislation has yet been adopted in France, but a draft bill already outlines the initial requirements […]<\/p>\n","protected":false},"author":23,"featured_media":189831,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","_seopress_titles_title":"Pay transparency","_seopress_titles_desc":"In order to ensure greater transparency and greater equality in pay, European Directive 2023\/970 of 10 May 2023 requires Member States to transpose, by 7 June 2026, a number of measures designed to improve pay equity.","_seopress_robots_index":"","content-type":"","footnotes":""},"categories":[245,244],"tags":[],"_links":{"self":[{"href":"https:\/\/www.ruffetassocies.fr\/en\/wp-json\/wp\/v2\/posts\/189851"}],"collection":[{"href":"https:\/\/www.ruffetassocies.fr\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ruffetassocies.fr\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ruffetassocies.fr\/en\/wp-json\/wp\/v2\/users\/23"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ruffetassocies.fr\/en\/wp-json\/wp\/v2\/comments?post=189851"}],"version-history":[{"count":17,"href":"https:\/\/www.ruffetassocies.fr\/en\/wp-json\/wp\/v2\/posts\/189851\/revisions"}],"predecessor-version":[{"id":189880,"href":"https:\/\/www.ruffetassocies.fr\/en\/wp-json\/wp\/v2\/posts\/189851\/revisions\/189880"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ruffetassocies.fr\/en\/wp-json\/wp\/v2\/media\/189831"}],"wp:attachment":[{"href":"https:\/\/www.ruffetassocies.fr\/en\/wp-json\/wp\/v2\/media?parent=189851"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ruffetassocies.fr\/en\/wp-json\/wp\/v2\/categories?post=189851"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ruffetassocies.fr\/en\/wp-json\/wp\/v2\/tags?post=189851"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}