{"id":211,"date":"2025-05-15T10:32:57","date_gmt":"2025-05-15T08:32:57","guid":{"rendered":"https:\/\/www.salairerh.fr\/?p=211"},"modified":"2025-05-19T11:52:01","modified_gmt":"2025-05-19T09:52:01","slug":"transparence-salariale-ce-que-dit-la-directive-europeenne-a-venir","status":"publish","type":"post","link":"https:\/\/www.salairerh.fr\/index.php\/2025\/05\/15\/transparence-salariale-ce-que-dit-la-directive-europeenne-a-venir\/","title":{"rendered":"Transparence salariale : ce que dit la directive europ\u00e9enne \u00e0 venir"},"content":{"rendered":"\n<p>Le sujet de la <strong>transparence salariale<\/strong> n\u2019a jamais \u00e9t\u00e9 aussi central dans les d\u00e9bats autour de l\u2019\u00e9galit\u00e9 professionnelle. En juin 2026, une directive europ\u00e9enne viendra renforcer les obligations des entreprises en mati\u00e8re de clart\u00e9 et d\u2019\u00e9quit\u00e9 dans les r\u00e9mun\u00e9rations. Mais que pr\u00e9voit r\u00e9ellement ce texte, et quelles seront ses implications concr\u00e8tes ?<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Sommaire<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/05\/15\/transparence-salariale-ce-que-dit-la-directive-europeenne-a-venir\/#1_Une_directive_europeenne_pour_reduire_les_inegalites_salariales\" >1. Une directive europ\u00e9enne pour r\u00e9duire les in\u00e9galit\u00e9s salariales<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/05\/15\/transparence-salariale-ce-que-dit-la-directive-europeenne-a-venir\/#2_Les_nouvelles_obligations_des_employeurs\" >2. Les nouvelles obligations des employeurs<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/05\/15\/transparence-salariale-ce-que-dit-la-directive-europeenne-a-venir\/#3_Un_tournant_pour_la_marque_employeur_et_la_fidelisation\" >3. Un tournant pour la marque employeur et la fid\u00e9lisation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/05\/15\/transparence-salariale-ce-que-dit-la-directive-europeenne-a-venir\/#4_Vers_une_normalisation_du_salaire_affiche\" >4. Vers une normalisation du salaire affich\u00e9 ?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/05\/15\/transparence-salariale-ce-que-dit-la-directive-europeenne-a-venir\/#Conclusion\" >Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"1_Une_directive_europeenne_pour_reduire_les_inegalites_salariales\"><\/span><strong>1. Une directive europ\u00e9enne pour r\u00e9duire les in\u00e9galit\u00e9s salariales<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Adopt\u00e9e en 2023, la <strong>directive europ\u00e9enne sur la transparence salariale<\/strong> entrera en application progressivement d\u2019ici 2026. Son objectif est clair : <strong><a href=\"https:\/\/www.foxrh.com\/post\/2018\/02\/22\/des-inegalites-de-salaire-se-creusent-avec-larrivee-du-deuxieme-enfant\">lutter contre les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes<\/a><\/strong>, mais aussi encourager les entreprises \u00e0 plus d\u2019honn\u00eatet\u00e9 dans leur politique salariale.<\/p>\n\n\n\n<p>Elle impose, entre autres, <strong>de nouvelles obligations de communication<\/strong> \u00e0 l\u2019embauche et en interne : les candidats doivent pouvoir conna\u00eetre les fourchettes de salaires propos\u00e9es pour un poste, et les salari\u00e9s doivent \u00eatre en mesure de comparer leur r\u00e9mun\u00e9ration \u00e0 celle de leurs coll\u00e8gues \u00e0 comp\u00e9tences \u00e9gales.<\/p>\n\n\n\n<p>\ud83d\udc49 \u00c0 lire : <a class=\"\" href=\"https:\/\/culture-rh.com\/transparence-salariale-bilan-juin-2026\/\">Transparence salariale : ce que dit la directive europ\u00e9enne \u2013 Culture RH<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"2_Les_nouvelles_obligations_des_employeurs\"><\/span><strong>2. Les nouvelles obligations des employeurs<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>La <strong>transparence salariale<\/strong> va devenir une exigence r\u00e9glementaire, notamment pour les entreprises de plus de 100 salari\u00e9s. Elles devront :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Publier des informations sur les \u00e9carts de r\u00e9mun\u00e9ration entre les sexes,<\/li>\n\n\n\n<li>Fournir des explications justifiant d\u2019\u00e9ventuels \u00e9carts injustifi\u00e9s,<\/li>\n\n\n\n<li>Mettre en place des processus de r\u00e9vision salariale si les \u00e9carts d\u00e9passent un seuil fix\u00e9,<\/li>\n\n\n\n<li>Informer les candidats, d\u00e8s l\u2019offre d\u2019emploi, de la fourchette salariale pr\u00e9vue.<\/li>\n<\/ul>\n\n\n\n<p>Cette logique vise \u00e0 \u00e9liminer les biais \u00e0 l\u2019embauche et \u00e0 instaurer une plus grande justice salariale.<\/p>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"940\" height=\"788\" data-id=\"213\" src=\"https:\/\/www.salairerh.fr\/wp-content\/uploads\/2025\/05\/16.png\" alt=\"\" class=\"wp-image-213\" srcset=\"https:\/\/www.salairerh.fr\/wp-content\/uploads\/2025\/05\/16.png 940w, https:\/\/www.salairerh.fr\/wp-content\/uploads\/2025\/05\/16-300x251.png 300w, https:\/\/www.salairerh.fr\/wp-content\/uploads\/2025\/05\/16-768x644.png 768w, https:\/\/www.salairerh.fr\/wp-content\/uploads\/2025\/05\/16-72x60.png 72w\" sizes=\"auto, (max-width: 940px) 100vw, 940px\" \/><\/figure>\n<\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"3_Un_tournant_pour_la_marque_employeur_et_la_fidelisation\"><\/span><strong>3. Un tournant pour la marque employeur et la fid\u00e9lisation<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>En plus des aspects juridiques, la <strong>transparence salariale<\/strong> constitue un levier d\u2019attractivit\u00e9. Les entreprises qui jouent la carte de l\u2019ouverture sur les salaires renforcent leur <strong>marque employeur<\/strong>. Elles attirent des talents sensibles aux valeurs d\u2019\u00e9thique et d\u2019\u00e9galit\u00e9, tout en r\u00e9duisant le turnover li\u00e9 \u00e0 la frustration salariale.<\/p>\n\n\n\n<p>D\u2019apr\u00e8s l\u2019article de <em>Culture RH<\/em>, les RH doivent d\u2019ores et d\u00e9j\u00e0 anticiper cette transformation : audits internes, actualisation des grilles de salaires, dialogue renforc\u00e9 avec les IRP (instances repr\u00e9sentatives du personnel), et accompagnement manag\u00e9rial seront les piliers d\u2019une transition r\u00e9ussie.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"4_Vers_une_normalisation_du_salaire_affiche\"><\/span><strong>4. Vers une normalisation du salaire affich\u00e9 ?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Avec cette directive, afficher le <a href=\"https:\/\/www.salairerh.fr\/index.php\/2025\/05\/15\/quel-est-le-salaire-dun-charge-de-missions-rh-en-2025\/\">salaire<\/a> dans les offres d\u2019emploi ne sera plus une option mais une norme. Cette avanc\u00e9e rapproche la France de pratiques d\u00e9j\u00e0 en vigueur dans plusieurs pays nordiques, o\u00f9 la <strong>transparence salariale<\/strong> est pleinement assum\u00e9e et contribue \u00e0 une meilleure inclusion sur le march\u00e9 du travail.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span><strong>Conclusion<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>La <strong>transparence salariale<\/strong> n\u2019est plus une tendance mais une obligation \u00e0 venir. En se pr\u00e9parant d\u00e8s maintenant \u00e0 appliquer la directive europ\u00e9enne, les entreprises gagneront en cr\u00e9dibilit\u00e9, en performance RH et en \u00e9quit\u00e9.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le sujet de la transparence salariale n\u2019a jamais \u00e9t\u00e9 aussi central dans les d\u00e9bats autour de l\u2019\u00e9galit\u00e9 professionnelle. En juin 2026, une directive europ\u00e9enne viendra renforcer les obligations des entreprises en mati\u00e8re de clart\u00e9 et d\u2019\u00e9quit\u00e9 dans les r\u00e9mun\u00e9rations. Mais que pr\u00e9voit r\u00e9ellement ce texte, et quelles seront ses implications concr\u00e8tes ? 1. Une directive &hellip; <\/p>\n","protected":false},"author":1,"featured_media":212,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5],"tags":[],"class_list":["post-211","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-salaires-attractivite","latest_post"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.1.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Transparence salariale : ce que dit la directive europ\u00e9enne \u00e0 venir - Salaire RH<\/title>\n<meta name=\"description\" content=\"La directive europ\u00e9enne sur la transparence salariale arrive en 2026 : obligations, enjeux RH et cons\u00e9quences concr\u00e8tes pour les entreprises.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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