{"id":64023,"date":"2026-05-26T14:59:42","date_gmt":"2026-05-26T12:59:42","guid":{"rendered":"https:\/\/www.inovallee.com\/?p=64023"},"modified":"2026-05-26T14:59:44","modified_gmt":"2026-05-26T12:59:44","slug":"transparence-salariale-2026-obligations-rh-directive-europeenne","status":"publish","type":"post","link":"https:\/\/www.inovallee.com\/en\/transparence-salariale-2026-obligations-rh-directive-europeenne\/","title":{"rendered":"Transparence salariale &#038; discrimination : ce qui change vraiment pour les RH (et comment s\u2019y pr\u00e9parer)"},"content":{"rendered":"\n<p>La future transposition de la <strong>directive europ\u00e9enne 2023\/970<\/strong> marque un tournant majeur dans la gestion des r\u00e9mun\u00e9rations. Derri\u00e8re les obligations r\u00e9glementaires, c\u2019est une transformation en profondeur des pratiques RH qui se profile. Et qui a donc fait l\u2019objet du club RH du 19 mai dernier&nbsp;!<\/p>\n\n\n\n<p>Un club anim\u00e9 par <a href=\"https:\/\/www.linkedin.com\/in\/ann-laure-edery\/?locale=fr\">Ann-Laure EDERY<\/a>, <a href=\"https:\/\/www.linkedin.com\/in\/emilie-bonnet\/\">Emilie BONNET<\/a> \u00a0et \u00a0<a href=\"https:\/\/www.linkedin.com\/in\/virginietempere\/\">Virginie TEMPERE<\/a> de l\u2019agence <a href=\"https:\/\/www.alerys.fr\/\">ALERYS <\/a>Grenoble, ainsi que <a href=\"https:\/\/www.linkedin.com\/in\/denis-lesigne-9158431\/\">Denis LESIGNE<\/a>, Directeur R\u00e9mun\u00e9rations et Talents de la BU Conseil du groupe Diot Siaci.<\/p>\n\n\n\n<p>Le message cl\u00e9 du Club: ne pas subir la r\u00e9glementation, mais l\u2019anticiper comme un levier strat\u00e9gique de marque employeur.&nbsp;<\/p>\n\n\n\n<p>Les \u00e9l\u00e9ments cl\u00e9s \u00e0 retenir&nbsp;:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. L\u2019objectif : r\u00e9duire les \u00e9carts\u2026 mais surtout les rendre visibles et prouver l\u2019absence de discrimination<\/h3>\n\n\n\n<p>La directive vise \u00e0 renforcer le principe : <em>\u00ab \u00e0 travail \u00e9gal, salaire \u00e9gal \u00bb<\/em><\/p>\n\n\n\n<p>Aujourd\u2019hui encore, les \u00e9carts persistent :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Environ 11,8 % d\u2019\u00e9cart salarial en France<\/li>\n\n\n\n<li>Des disparit\u00e9s qui s\u2019expliquent en partie\u2026 mais pas uniquement<\/li>\n<\/ul>\n\n\n\n<p>D\u00e9sormais, les entreprises doivent :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Mesurer pr\u00e9cis\u00e9ment les \u00e9carts femmes \/ hommes par cat\u00e9gorie<\/li>\n\n\n\n<li>Respecter un seuil de maximum 5 % d\u2019\u00e9cart non justifi\u00e9<\/li>\n\n\n\n<li>\u00catre capables de justifier objectivement chaque diff\u00e9rentiel<\/li>\n<\/ul>\n\n\n\n<p>Le changement est majeur : ce n\u2019est plus au salari\u00e9 de prouver la discrimination, mais \u00e0 l\u2019employeur de prouver qu\u2019il n\u2019y en a pas.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. De nouveaux indicateurs\u2026 et une mise en transparence accrue<\/h3>\n\n\n\n<p>Fini l\u2019index \u00e9galit\u00e9 hommes \/ femmes tel qu\u2019on le conna\u00eet pour les entreprises de plus de 50 salari\u00e9s. Place \u00e0 :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>7 indicateurs publics, publi\u00e9s :\n<ul class=\"wp-block-list\">\n<li>tous les ans (>150 salari\u00e9s)<\/li>\n\n\n\n<li>tous les 3 ans (&lt;150 salari\u00e9s)<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li>Une analyse par cat\u00e9gorie de m\u00e9tiers et non globale<\/li>\n\n\n\n<li>Un avis du CSE rendu public<\/li>\n<\/ul>\n\n\n\n<p>En cas d\u2019\u00e9cart &gt;5 % :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>obligation d\u2019ouvrir une n\u00e9gociation<\/li>\n\n\n\n<li>plan d\u2019action \u00e0 1 an<\/li>\n\n\n\n<li>risque de sanction en cas d\u2019inaction<\/li>\n<\/ul>\n\n\n\n<p>Le c\u0153ur du sujet devient : la qualit\u00e9 de votre analyse et votre capacit\u00e9 \u00e0 expliquer vos choix.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Le vrai d\u00e9fi RH : la segmentation et l\u2019analyse des \u00e9carts<\/h3>\n\n\n\n<p>Un constat fort du Club RH : les \u00e9carts d\u00e9pendent fortement de la mani\u00e8re dont on segmente les populations.<\/p>\n\n\n\n<p>Les enjeux cl\u00e9s :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>D\u00e9finir des <strong>cat\u00e9gories de travail pertinentes<\/strong> (niveau de responsabilit\u00e9, m\u00e9tier, classification\u2026) [<\/li>\n\n\n\n<li>Travailler cette segmentation avec le <strong>CSE<\/strong><\/li>\n\n\n\n<li>Analyser :\n<ul class=\"wp-block-list\">\n<li>les composantes fixes <strong>et variables<\/strong><\/li>\n\n\n\n<li>les situations sp\u00e9cifiques (m\u00e9tiers sous tension, performance\u2026)<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n<p>Les \u00e9carts sont souvent li\u00e9s \u00e0 :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la structure des postes<\/li>\n\n\n\n<li>la r\u00e9partition femmes \/ hommes par niveau<\/li>\n\n\n\n<li>les variables de r\u00e9mun\u00e9ration<\/li>\n<\/ul>\n\n\n\n<p>Certaines fili\u00e8res ou niveaux de responsabilit\u00e9 g\u00e9n\u00e8rent m\u00e9caniquement des \u00e9carts, m\u00eame \u00e0 politique \u00e9gale.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Un nouveau droit pour les salari\u00e9s : la transparence interne<\/h3>\n\n\n\n<p>Les collaborateurs pourront d\u00e9sormais :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Demander :\n<ul class=\"wp-block-list\">\n<li>les crit\u00e8res de r\u00e9mun\u00e9ration<\/li>\n\n\n\n<li>la r\u00e9mun\u00e9ration moyenne de leur cat\u00e9gorie<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li>Obtenir une r\u00e9ponse sous 2 mois<\/li>\n<\/ul>\n\n\n\n<p>Concr\u00e8tement un salari\u00e9 pourra savoir s\u2019il est au-dessus ou en dessous de la moyenne.<\/p>\n\n\n\n<p>R\u00e9sultat attendu : plus de transparence \u2026mais aussi plus de questionnements (et tensions) \u00e0 g\u00e9rer<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Recrutement : une r\u00e9volution des pratiques<\/h3>\n\n\n\n<p>C\u2019est probablement le changement le plus visible :<\/p>\n\n\n\n<p><strong>&nbsp;3 nouvelles r\u00e8gles incontournables<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Affichage obligatoire d\u2019une fourchette de salaire<\/strong> dans les offres<\/li>\n\n\n\n<li><strong>Interdiction de demander le salaire pr\u00e9c\u00e9dent<\/strong><\/li>\n\n\n\n<li><strong>Crit\u00e8res objectifs et transparents<\/strong> pour fixer la r\u00e9mun\u00e9ration<\/li>\n<\/ul>\n\n\n\n<p>C\u00f4t\u00e9 candidats, 80 \u00e0 90 % y sont favorables.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">6. Ce que dit vraiment la jurisprudence (et ce qui reste acceptable)<\/h3>\n\n\n\n<p>Les \u00e9carts peuvent \u00eatre justifi\u00e9s s\u2019ils reposent sur des crit\u00e8res objectifs, par exemple :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>exp\u00e9rience<\/li>\n\n\n\n<li>performance mesur\u00e9e<\/li>\n\n\n\n<li>dipl\u00f4mes r\u00e9glement\u00e9s<\/li>\n\n\n\n<li>localisation<\/li>\n\n\n\n<li>tension du march\u00e9<\/li>\n\n\n\n<li>anciennet\u00e9<\/li>\n<\/ul>\n\n\n\n<p>Tout l\u2019enjeu est de documenter ces crit\u00e8res\u2026 et \u00eatre capable de les expliquer.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">7. Des risques\u2026 mais aussi des opportunit\u00e9s RH<\/h3>\n\n\n\n<p><strong>Les risques<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>tensions internes<\/li>\n\n\n\n<li>exposition accrue (bad buzz, contentieux)<\/li>\n\n\n\n<li>perte d\u2019attractivit\u00e9 si retard<\/li>\n<\/ul>\n\n\n\n<p><strong>Les opportunit\u00e9s<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>renforcer la confiance interne<\/li>\n\n\n\n<li>am\u00e9liorer la fid\u00e9lisation<\/li>\n\n\n\n<li>valoriser la marque employeur<\/li>\n\n\n\n<li>r\u00e9duire les biais de recrutement<br><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">8. Les priorit\u00e9s RH pour 2026 : passer \u00e0 l\u2019action<\/h3>\n\n\n\n<p><strong>Consolider<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>vos <strong>grilles de r\u00e9mun\u00e9ration<\/strong><\/li>\n\n\n\n<li>la <strong>cotation des postes<\/strong><\/li>\n\n\n\n<li>votre benchmark march\u00e9<\/li>\n<\/ul>\n\n\n\n<p><strong>Structurer<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>vos cat\u00e9gories de m\u00e9tiers<\/li>\n\n\n\n<li>vos r\u00e8gles de r\u00e9mun\u00e9ration<\/li>\n\n\n\n<li>vos indicateurs<\/li>\n<\/ul>\n\n\n\n<p><strong>Former<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e9quipes RH<\/li>\n\n\n\n<li>managers (entretiens, argumentation, p\u00e9dagogie) <a href=\"https:\/\/inovallee-my.sharepoint.com\/personal\/c_chanterelle_inovallee_com\/Documents\/Fichiers%20de%20conversation%20Microsoft%20Copilot\/Inovall%C3%A9e%20Directive%20Egalit%C3%A9%20FH%20et%20Transparence%20R%C3%A9mun%C3%A9rations%20190526.pdf\">[Inovall\u00e9e&#8230;ons 190526 | PDF]<\/a><\/li>\n<\/ul>\n\n\n\n<p><strong>Communiquer<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en interne (anticiper les questions)<\/li>\n\n\n\n<li>avec le CSE<\/li>\n\n\n\n<li>aupr\u00e8s des candidats<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Conclusion : ne pas changer sa culture\u2026 mais la rendre lisible<\/h3>\n\n\n\n<p>Le message final du Club RH est clair : la transparence ne doit pas uniformiser, mais expliquer. Il ne s\u2019agit pas de payer tout le monde pareil, mais de pouvoir r\u00e9pondre \u00e0 une question simple : \u00ab Pourquoi suis-je pay\u00e9 comme \u00e7a ? \u00bb<\/p>\n\n\n\n<p>Et de se donner les moyens d\u2019y r\u00e9pondre avec :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>des donn\u00e9es<\/li>\n\n\n\n<li>des crit\u00e8res<\/li>\n\n\n\n<li>et de la coh\u00e9rence avec votre culture d\u2019entreprise<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>La future transposition de la directive europ\u00e9enne 2023\/970 marque un tournant majeur dans la gestion des r\u00e9mun\u00e9rations. Derri\u00e8re les obligations r\u00e9glementaires, c\u2019est une transformation en profondeur des pratiques RH qui se profile. Et qui a donc fait l\u2019objet du club RH du 19 mai dernier&nbsp;! Un club anim\u00e9 par Ann-Laure EDERY, Emilie BONNET \u00a0et \u00a0Virginie [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":64024,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[41,56],"tags":[],"class_list":["post-64023","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-entrepreneur-competences","category-bonnes-pratiques-rh-management"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Transparence salariale &amp; discrimination : ce qui change vraiment pour les RH (et comment s\u2019y pr\u00e9parer) - inovall\u00e9e<\/title>\n<meta name=\"description\" content=\"Transparence salariale : ce que la directive europ\u00e9enne 2023\/970 change pour les RH. 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