{"id":62504,"date":"2026-01-27T18:47:44","date_gmt":"2026-01-27T17:47:44","guid":{"rendered":"https:\/\/www.inovallee.com\/?p=62504"},"modified":"2026-02-12T12:16:38","modified_gmt":"2026-02-12T11:16:38","slug":"directive-europeenne-transparence-des-salaires-rydge-nous-eclaire-sur-les-nouvelles-obligations-employeurs-2026","status":"publish","type":"post","link":"http:\/\/www.inovallee.com\/en\/directive-europeenne-transparence-des-salaires-rydge-nous-eclaire-sur-les-nouvelles-obligations-employeurs-2026\/","title":{"rendered":"Directive europ\u00e9enne transparence des salaires : RYDGE nous \u00e9claire sur les nouvelles obligations employeurs 2026"},"content":{"rendered":"<p><em>Par <a href=\"https:\/\/www.rydge.fr\/\">RYDGE Conseil<\/a> \u2013 synth\u00e8se op\u00e9rationnelle pour les dirigeants et RH<\/em><\/p>\n\n\n\n<p>\u00c0 moins d\u2019un an de l\u2019\u00e9ch\u00e9ance, la France s\u2019appr\u00eate \u00e0 transposer la <strong>directive europ\u00e9enne 2023\/970<\/strong>, qui impose un nouveau standard en mati\u00e8re de transparence salariale. Cette r\u00e9forme devra \u00eatre appliqu\u00e9e <strong>au plus tard le 7 juin 2026<\/strong> et impactera profond\u00e9ment les pratiques RH, le recrutement et le dialogue social.<\/p>\n\n\n\n<p>Voici les points cl\u00e9s \u00e0 retenir et les actions \u00e0 anticiper d\u00e8s maintenant.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">\ud83c\udfaf Transparence obligatoire dans les offres d\u2019emploi : une fourchette de r\u00e9mun\u00e9ration d\u00e8s l\u2019annonce<\/h3>\n\n\n\n<p>Le manque de transparence salariale cr\u00e9ant un d\u00e9s\u00e9quilibre dans la n\u00e9gociation, la directive impose d\u00e9sormais :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La communication d\u2019<strong>une r\u00e9mun\u00e9ration initiale<\/strong> ou <strong>d\u2019une fourchette<\/strong>,<br>fond\u00e9e sur des crit\u00e8res objectifs li\u00e9s au poste.<\/li>\n\n\n\n<li>L\u2019information, le cas \u00e9ch\u00e9ant, sur les <strong>dispositions conventionnelles<\/strong> applicables.<\/li>\n\n\n\n<li>L\u2019obligation de transmettre ces informations <strong>avant l\u2019entretien d\u2019embauche<\/strong>, par exemple directement dans l\u2019offre d\u2019emploi.<\/li>\n\n\n\n<li>L\u2019interdiction pour l\u2019employeur de demander au candidat <strong>son historique de r\u00e9mun\u00e9ration<\/strong>.<\/li>\n<\/ul>\n\n\n\n<p>Objectif : instaurer une base claire pour la discussion et r\u00e9duire les discriminations, notamment celles li\u00e9es au genre.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">\ud83d\udc65 Droits renforc\u00e9s pour les salari\u00e9s : un v\u00e9ritable \u201cdroit \u00e0 l\u2019information salariale\u201d<\/h3>\n\n\n\n<p>La directive renforce la transparence interne via :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Une nouvelle proc\u00e9dure permettant aux salari\u00e9s de demander des informations sur<br>les <strong>crit\u00e8res de fixation<\/strong> des r\u00e9mun\u00e9rations,<br>ainsi que sur la <strong>politique de progression<\/strong> salariale.<\/li>\n\n\n\n<li>L\u2019obligation pour l\u2019employeur de d\u00e9finir et communiquer des crit\u00e8res <strong>objectifs, neutres et non discriminants<\/strong>.<\/li>\n<\/ul>\n\n\n\n<p>Cette transparence vise \u00e0 r\u00e9duire les zones d\u2019ombre qui entretiennent aujourd\u2019hui les \u00e9carts injustifi\u00e9s entre salari\u00e9s occupant des postes similaires.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">\u2696\ufe0f Neutralit\u00e9 &amp; non\u2011discrimination : un rappel juridique fort<\/h3>\n\n\n\n<p>La directive r\u00e9affirme des exigences d\u00e9j\u00e0 pr\u00e9sentes dans le Code du travail :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Les offres d\u2019emploi et intitul\u00e9s de poste doivent rester <strong>strictement neutres<\/strong>,<br>sans r\u00e9f\u00e9rence \u00e0 des crit\u00e8res discriminants.<\/li>\n\n\n\n<li>La transparence salariale doit servir de support \u00e0 la lutte contre les <strong>in\u00e9galit\u00e9s de r\u00e9mun\u00e9ration<\/strong>, notamment entre les femmes et les hommes.<\/li>\n<\/ul>\n\n\n\n<p>Cette obligation contribue \u00e0 moderniser les pratiques RH et \u00e0 s\u00e9curiser juridiquement les d\u00e9cisions de r\u00e9mun\u00e9ration.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">\ud83e\udde9 Ce qui attend les entreprises d\u2019ici juin 2026<\/h3>\n\n\n\n<p>M\u00eame si la transposition n\u2019est pas finalis\u00e9e, les grandes lignes des obligations \u00e0 venir sont claires :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Formaliser des <strong>grilles salariales objectiv\u00e9es<\/strong>, fond\u00e9es sur comp\u00e9tences, responsabilit\u00e9s et crit\u00e8res mesurables.<\/li>\n\n\n\n<li>Communiquer ces \u00e9l\u00e9ments de fa\u00e7on transparente aux candidats et aux salari\u00e9s.<\/li>\n\n\n\n<li>Revoir les processus de recrutement pour y int\u00e9grer les nouvelles obligations.<\/li>\n\n\n\n<li>Pr\u00e9parer RH et managers \u00e0 un <strong>changement culturel majeur<\/strong>, passant d\u2019une logique de confidentialit\u00e9 \u00e0 une logique de justification.<\/li>\n<\/ul>\n\n\n\n<p>Les partenaires sociaux sont actuellement consult\u00e9s pour adapter ces obligations au cadre fran\u00e7ais.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">\ud83d\udca1Les TIPS RYDGE : comment anticiper ?<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Audit express<\/strong> : cartographiez les r\u00e9mun\u00e9rations existantes et identifiez les zones d\u2019opacit\u00e9.<\/li>\n\n\n\n<li><strong>Mettez \u00e0 jour vos offres d\u2019emploi<\/strong> : adoptez d\u00e8s maintenant des fourchettes coh\u00e9rentes et argument\u00e9es.<\/li>\n\n\n\n<li><strong>Formez vos managers<\/strong> : ils seront en premi\u00e8re ligne pour r\u00e9pondre aux futures demandes d\u2019information.<\/li>\n\n\n\n<li><strong>Renforcez la tra\u00e7abilit\u00e9 RH<\/strong> : documentez les crit\u00e8res utilis\u00e9s pour fixer les salaires et les \u00e9volutions.<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\">\ud83c\udfe2 Quelles entreprises sont concern\u00e9es par la nouvelle r\u00e9glementation ?<\/h3>\n\n\n\n<p>La directive europ\u00e9enne s\u2019appliquera <strong>\u00e0 l\u2019ensemble des employeurs<\/strong>, mais avec des obligations adapt\u00e9es selon la taille des structures.<\/p>\n\n\n\n<p>Toutes les entreprises devront respecter les nouvelles exigences de transparence dans le recrutement, notamment l\u2019indication d\u2019une fourchette de r\u00e9mun\u00e9ration dans les offres d\u2019emploi.<\/p>\n\n\n\n<p>En mati\u00e8re de reporting annuel, seules les entreprises de plus de 250 salari\u00e9s devront commencer \u00e0 publier des informations d\u00e9taill\u00e9es sur les \u00e9carts de r\u00e9mun\u00e9ration et fournir des donn\u00e9es sur l\u2019\u00e9galit\u00e9 salariale d\u00e8s juin 2026.<\/p>\n\n\n\n<p>En\u00a0<strong>2027<\/strong>, cette obligation s&rsquo;\u00e9tendra aux entreprises de\u00a0<strong>150 \u00e0 249 salari\u00e9s<\/strong>.\u00a0Et certains \u00c9tats membres pourront choisir de r\u00e9duire ce seuil \u00e0\u00a0<strong>100 salari\u00e9s<\/strong>\u00a0d\u2019ici\u00a0<strong>2031.<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\ud83d\udccc Conclusion<\/h3>\n\n\n\n<p>La directive Transparence des Salaires marque la fin du tabou autour des r\u00e9mun\u00e9rations.<br>Pour les entreprises, c\u2019est une <strong>contrainte r\u00e9glementaire<\/strong>, mais aussi une <strong>opportunit\u00e9 strat\u00e9gique<\/strong> : renforcer la confiance, structurer les pratiques RH et am\u00e9liorer l\u2019attractivit\u00e9 employeurs<\/p>\n\n\n\n<p>Source&nbsp;: <a href=\"https:\/\/www.rydge.fr\/articles-analyses\/transparence-salaires\">https:\/\/www.rydge.fr\/articles-analyses\/transparence-salaires<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>Par RYDGE Conseil \u2013 synth\u00e8se op\u00e9rationnelle pour les dirigeants et RH \u00c0 moins d\u2019un an de l\u2019\u00e9ch\u00e9ance, la France s\u2019appr\u00eate \u00e0 transposer la directive europ\u00e9enne 2023\/970, qui impose un nouveau standard en mati\u00e8re de transparence salariale. Cette r\u00e9forme devra \u00eatre appliqu\u00e9e au plus tard le 7 juin 2026 et impactera profond\u00e9ment les pratiques RH, le [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":62505,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[41,1,56],"tags":[],"class_list":["post-62504","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-entrepreneur-competences","category-non-classe","category-bonnes-pratiques-rh-management"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Directive europ\u00e9enne transparence des salaires : RYDGE nous \u00e9claire sur les nouvelles obligations employeurs 2026 - inovall\u00e9e<\/title>\n<meta name=\"description\" content=\"Ce que change la nouvelle directive europ\u00e9enne d\u00e8s 2026 pour les entreprises en mati\u00e8re de transparence des salaires et comment anticiper\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.inovallee.com\/en\/directive-europeenne-transparence-des-salaires-rydge-nous-eclaire-sur-les-nouvelles-obligations-employeurs-2026\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Directive europ\u00e9enne transparence des salaires : RYDGE nous \u00e9claire sur les nouvelles obligations employeurs 2026 - 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