More transparency for more fairness, this is the objective of a European directive on the transparency of remuneration which must be transposed into French law, by June 7, 2026. Companies will then have at least one year to to comply. Will they be ready? “The construction site is enormouswarns Arnauld Fourniol, partner in the transformation and talent management department of Mercer France. For the moment, they are discovering the subject. »
“More than a simple evolution, it is a revolutionestimates Laura Grouberman, director of the Work, Rewards & Careers activity at WTW, formerly Willis Towers Watson, in France, who advises companies to get started now, because the road can be long – several months, even several years – for those who will have to review or build the foundations of their remuneration policies. »
The first modification concerns recruitment: candidates must be informed, from the start of the hiring process, of the salary for the position or at least a salary range. “This responds to very strong demand from employees”notes Eric Gras, labor market specialist at Indeed France.
For Stéphanie Lecerf, HR Director of PageGroup France, specialist in recruitment and temporary work: “The effect is positive, because this transparency makes it possible to attract more candidates and they will see themselves more in the position. This is in line with practice. » So, “at the end of 2023, more than half of job offers published on Indeed in France displayed salary informationexplains Mr. Gras, the most transparent companies being SMEs and offers for blue-collar workers being the most concerned ». Another measure provided for in the directive: the recruiter will no longer be able to ask for salary history.
Sanctions
Next, companies will have to provide precise information on the pay gap between men and women. According to an INSEE study published in March, the average salary of women – for identical working hours – was still 14.9% lower than that of men in 2022. If, within companies, this gap is d At least 5%, they will have to take action.
“ French companies do not start from scratch. Through the professional gender equality index, they are already aware of the subject, but we are going a step further”, M ratingme Grouberman. Any employee will be able to have access to the average remuneration for their category. Compensation will be paid to victims of pay discrimination, and the burden of proof will now fall on the employer.
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