{"id":19534,"date":"2025-07-08T11:30:00","date_gmt":"2025-07-08T09:30:00","guid":{"rendered":"https:\/\/pre.althea-groupe.com\/news\/pay-transparency-where-does-the-transposition-of-the-european-directive-stand"},"modified":"2026-06-24T09:06:07","modified_gmt":"2026-06-24T07:06:07","slug":"pay-transparency-where-does-the-transposition-of-the-european-directive-stand","status":"publish","type":"post","link":"https:\/\/preprod.althea-groupe.com\/en\/news\/pay-transparency-where-does-the-transposition-of-the-european-directive-stand\/","title":{"rendered":"Pay transparency: where does the transposition of the European directive stand?"},"content":{"rendered":"\n

While the European Directive 2023\/970 on pay transparency<\/a> must be transposed into French law by June 2026<\/strong>, the Ministry of Labour is gradually refining its position\u2026 and discussions with the social partners are in full swing. The consultation phase, open since March, will continue until the summer break. A welcome momentum, though not without debate. <\/p>\n\n

\u201cThis directive is a tremendous opportunity for companies to accelerate their HR transformation, but it also means thoroughly reviewing their practices: recruitment, job classification, social dialogue\u2026 everything is concerned.\u201d\u2014 Magali Covain<\/em><\/p>\n\n

1. Towards a strengthened Professional Equality Index<\/strong><\/h2>\n\n

First major change in the pipeline: the evolution of the Professional Equality Index<\/strong>, which would become more ambitious and would now be based on 7 indicators<\/strong>, including 6 calculated automatically via the DSN<\/strong>.A clear way to highlight the importance of reliable, structured HR data<\/strong>.<\/p>\n\n

Key takeaway:<\/strong> A \u201cclean DSN\u201d means a fairer Index \u2014 and less manual work for HR teams!<\/p>\n\n

2. Recruitment: towards more transparency\u2026 and compliance<\/strong><\/h2>\n\n

Another flagship measure, already prompting reactions: the obligation for job postings<\/strong> to state a salary range<\/strong> as well as the collective agreement provisions applicable to the role<\/strong>. A practice still far from widespread in France, but already well established in several European countries. <\/p>\n\n

What\u2019s at stake:<\/strong> greater fairness\u2026 but also the need for a clear salary mapping<\/strong> that is up to date and shared.<\/p>\n\n

In addition, the question of previous salary<\/strong>, often asked during interviews, would now be prohibited<\/strong>, to avoid snowball effects from past inequalities.<\/p>\n\n

This implies a skills uplift for recruitment teams<\/a><\/strong>, who will need to rely more on internal pay scales, observable skills, and clearly established levels of responsibility.<\/p>\n\n

3. Strengthened administrative penalties<\/strong><\/h2>\n\n

Lastly, the framework provides for strengthening the penalties<\/strong> applicable to companies that do not meet their obligations. In addition to existing criminal penalties, administrative fines<\/strong> could be introduced. <\/p>\n\n

\u27a1\ufe0f For HR leaders, the challenge is not only legal: it is reputational, managerial and financial<\/strong>.<\/p>\n\n

Nothing is set in stone yet<\/strong><\/h2>\n\n

France still has two years<\/strong> to transpose this directive, but it is more than time to anticipate<\/strong> the impacts. Pay scales, job classification, documentation of HR processes, recruiter training, preparation for social dialogue\u2026 there is a lot to tackle. <\/p>\n\n

And if the devil is in the details, the steering of compliance<\/a> lies in data and transparency<\/strong>.<\/p>\n\n

\u201cMore than ever, this directive requires moving from declarations to evidence. It is a quiet but structuring revolution.\u201d\u2014 Magali Covain<\/em><\/p>\n\n

To Learn More<\/strong><\/h2>\n\n