{"id":19727,"date":"2025-03-05T17:28:07","date_gmt":"2025-03-05T16:28:07","guid":{"rendered":"https:\/\/pre.althea-groupe.com\/news\/2026-the-salary-transparency-revolution-in-france"},"modified":"2026-06-24T09:17:45","modified_gmt":"2026-06-24T07:17:45","slug":"2026-the-salary-transparency-revolution-in-france","status":"publish","type":"post","link":"https:\/\/preprod.althea-groupe.com\/en\/news\/2026-the-salary-transparency-revolution-in-france\/","title":{"rendered":"2026: The Salary Transparency Revolution in France"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\"><strong>What is the salary transparency directive, and why is it crucial in 2026?<\/strong><\/h2>\n\n<p><strong>Salary transparency<\/strong> is a hot topic right now! By 2026, France will have to take a crucial step forward with the implementation of an ambitious European directive: the <strong>Pay Transparency Directive (2023\/970)<\/strong>. This measure will profoundly transform companies\u2019 pay practices, with the primary objective of reducing inequalities and promoting a culture of fairness.  <\/p>\n\n<p>So let\u2019s dive into the heart of this revolution together, exploring the background to the pay transparency directive, companies\u2019 obligations, the penalties for non-compliance, and of course, the expected benefits for employees.<br\/><br\/><\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Why a pay transparency directive in 2026?<\/strong><\/h2>\n\n<h3 class=\"wp-block-heading\">Where does this pay transparency come from?<\/h3>\n\n<ul class=\"wp-block-list\">\n<li><strong>Background<\/strong>: The <a href=\"https:\/\/www.economie.gouv.fr\/daj\/lettre-de-la-daj-une-directive-europeenne-vient-renforcer-lapplication-du-principe-de-legalite\">European directive of May 10, 2023 (<strong>2023\/970<\/strong>)<\/a> is part of a long fight for equal pay between women and men. Its adoption marks a decisive step, after decades of discussions and initiatives at European level. <\/li>\n\n\n\n<li><strong>Objectives<\/strong>: This pay transparency directive aims to strengthen <strong>pay transparency<\/strong> in order to ensure greater pay equity. In particular, it tackles gender-based pay discrimination, a persistent issue in many countries, including France. <\/li>\n\n\n\n<li><strong>Challenges<\/strong>: Salary transparency is a major issue for companies, which must prepare for these new requirements. It is also an opportunity to strengthen their <strong>attractiveness<\/strong> and their <strong>employer brand<\/strong>. <\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\"><br\/>What obligations will companies face with pay transparency in 2026?<\/h3>\n\n<ul class=\"wp-block-list\">\n<li><strong>Scope<\/strong>: All companies in the European Union are concerned, but obligations vary depending on their size. In France, companies with more than 50 employees are targeted. <\/li>\n\n\n\n<li><strong>Key measures<\/strong>: Employers will notably have to:\n<ul class=\"wp-block-list\">\n<li><strong>Inform candidates<\/strong>: Provide clear information on the <strong>pay scale<\/strong> and the salary offered in job postings.<\/li>\n\n\n\n<li><strong>Provide information to current employees<\/strong>: Make information available on pay levels for similar roles within the company.<\/li>\n\n\n\n<li><strong>Publish reports<\/strong>: Make public reports on pay gaps between women and men.<\/li>\n\n\n\n<li><strong>Put control mechanisms in place<\/strong>: Ensure the verification and correction of unjustified pay gaps.<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li><strong>Timeline<\/strong>: The pay transparency directive must be transposed into French law by June 2026. Companies therefore have less than 18 months to prepare for these changes. <\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\"><br\/>What penalties apply for non-compliance with pay transparency in 2026?<\/h3>\n\n<ul class=\"wp-block-list\">\n<li><strong>Penalties<\/strong>: In the event of non-compliance with the obligations, companies face <strong>financial penalties<\/strong>, the amounts of which will be specified and may vary depending on the severity of the breach.<\/li>\n\n\n\n<li><strong>Remedies<\/strong>: Employees who are victims of <strong>pay discrimination<\/strong> will be able to refer the matter to the competent authorities to assert their rights and obtain redress.<\/li>\n\n\n\n<li><strong>Liability<\/strong>: The pay transparency directive also provides for a <strong>reversal of the burden of proof<\/strong>, meaning it will be up to the employer to prove that there is no pay discrimination.<\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\"><br\/>What are the expected benefits of pay transparency in 2026?<\/h3>\n\n<ul class=\"wp-block-list\">\n<li><strong>Pay equity<\/strong>: Pay transparency aims to help reduce pay inequalities, particularly between women and men, which still exist (see the INSEE article for the Grand Est region).<\/li>\n\n\n\n<li><strong>Trust and motivation<\/strong>: A <strong>transparent pay policy<\/strong> strengthens employees\u2019 trust and improves their motivation.<\/li>\n\n\n\n<li><strong>Attractiveness<\/strong>: Companies that embrace transparency will be more attractive to candidates and talent.<\/li>\n\n\n\n<li><strong>Employer brand<\/strong>: Pay transparency enhances the company\u2019s brand image and its reputation in terms of <strong>social responsibility<\/strong>. The <strong>gender equality index<\/strong> had already raised employee awareness of these issues since 2019. <br\/><br\/><\/li>\n<\/ul>\n\n<h2 class=\"wp-block-heading\"><strong>Pay transparency 2026: a major change for companies<\/strong><\/h2>\n\n<p><strong>Pay transparency<\/strong> represents a real (r)evolution for the world of work. If implemented with ambition and rigor, it could profoundly transform pay practices and help build a fairer, more equitable society. <br\/><br\/><\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Alth\u00e9a, your expert in managing pay transparency and legal obligations<\/strong><\/h2>\n\n<p>At <strong>Alth\u00e9a<\/strong>, we support companies in managing and monitoring obligations related to <strong>pay transparency<\/strong>. We offer <strong>solutions for <a href=\"https:\/\/althea-groupe.com\/nos-solutions\/rh\/administration-du-personnel-et-paie\/gestion-administrative-et-paie\/\">administrative and payroll management<\/a><\/strong>, as well as <strong>tailor-made offerings for <a href=\"https:\/\/althea-groupe.com\/nos-solutions\/rh\/administration-du-personnel-et-paie\/veille-sociale-mensuelle-et-assistance-a-la-demande-en-matiere-de-paie\/\">social and market monitoring<\/a><\/strong> to ensure your compliance with the <strong>2026 pay transparency directive<\/strong>. <br\/><\/p>\n\n<h2 class=\"wp-block-heading\"><strong>Need help anticipating these new obligations? Contact our experts and make sure you are compliant before 2026! <\/strong><\/h2>\n\n<p><strong>Legal sources:<\/strong><\/p>\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/?uri=CELEX%3A32023L0970\">Directive (EU) 2023\/970 of the European Parliament and of the Council of May 10, 2<\/a><a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/?uri=CELEX%3A32023L0970\" target=\"_blank\" rel=\"noreferrer noopener\">023<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.insee.fr\/fr\/statistiques\/8306751\">https:\/\/www.insee.fr\/fr\/statistiques\/8306751<\/a><\/li>\n<\/ul>\n\n<p>Please feel free to contact me if you would like any adjustments or additional information on how to prepare for this upcoming new obligation.<br\/><br\/><br\/><br\/><\/p>\n    <div class=\"listing-contacts\">\n                    <div class=\"single\">\n                <img decoding=\"async\" class=\"contact-icon\" src=\"https:\/\/preprod.althea-groupe.com\/wp-content\/uploads\/2024\/06\/COVAIN-Magali-1024x1024.jpg\">\n                <div class=\"in\">\n                    <div class=\"entete\">\n                        <p class=\"name\">Magali Covain<\/p>\n                        <p class=\"fonction\"><\/p>\n                    <\/div>\n                    <div class=\"info\">\n                        <a href=\"tel:\"><\/a>\n                        <a href=\"mailto:\"><\/a>\n                    <\/div>\n                                    <\/div>\n                <a href=\"https:\/\/preprod.althea-groupe.com\/contactez-nous?objet=business\" class=\"link-contact\">CONTACT<\/a>\n            <\/div>\n                    <\/div>\n    ","protected":false},"excerpt":{"rendered":"<p>What is the salary transparency directive, and why is it crucial in 2026? Salary transparency is a hot topic right now! By 2026, France will have to take a crucial step forward with the implementation of an ambitious European directive: the Pay Transparency Directive (2023\/970). This measure will profoundly transform companies\u2019 pay practices, with the [&hellip;]<\/p>\n","protected":false},"author":20,"featured_media":19728,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[208],"tags":[],"class_list":["post-19727","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-payroll"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>2026: The Salary Transparency Revolution in France - Alth\u00e9a PREPROD 2.0<\/title>\n<meta name=\"description\" content=\"Find out how a Payroll White Paper can secure, structure, and optimize payroll management for your company.\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"2026: The Salary Transparency Revolution in France - 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