{"id":29048,"date":"2026-02-09T09:05:05","date_gmt":"2026-02-09T08:05:05","guid":{"rendered":"https:\/\/www.delucapartners.it\/pillar\/directive-europeenne-2023-970-et-transparence-salariale\/"},"modified":"2026-03-10T16:28:23","modified_gmt":"2026-03-10T15:28:23","slug":"directive-europeenne-2023-970-et-transparence-salariale","status":"publish","type":"pillar","link":"https:\/\/www.delucapartners.it\/fr\/pillar\/directive-europeenne-2023-970-et-transparence-salariale\/","title":{"rendered":"Directive europ\u00e9enne 2023\/970 et\u00a0transparence\u00a0salariale"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\">Guide&nbsp;complet&nbsp;des&nbsp;obligations&nbsp;pour 2026&nbsp;<\/h2>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Qu&rsquo;est-ce&nbsp;que&nbsp;la&nbsp;directive&nbsp;europ\u00e9enne sur la&nbsp;transparence&nbsp;salariale (2023\/970) ?<\/strong>&nbsp;<\/h2>\n\n\n\n<p>La&nbsp;directive&nbsp;(UE) 2023\/970 sur la&nbsp;transparence&nbsp;salariale est une&nbsp;r\u00e9glementation&nbsp;europ\u00e9enne&nbsp;adopt\u00e9e&nbsp;en 2023&nbsp;dans&nbsp;le&nbsp;but&nbsp;de&nbsp;renforcer&nbsp;le principe&nbsp;de l&rsquo;\u00e9galit\u00e9 de&nbsp;r\u00e9mun\u00e9ration&nbsp;entre&nbsp;les&nbsp;hommes&nbsp;et&nbsp;les&nbsp;femmes&nbsp;gr\u00e2ce&nbsp;\u00e0 une&nbsp;s\u00e9rie&nbsp;d&rsquo;obligations&nbsp;contraignantes&nbsp;en&nbsp;mati\u00e8re&nbsp;de&nbsp;transparence&nbsp;salariale.&nbsp;Les&nbsp;\u00c9tats&nbsp;membres&nbsp;doivent&nbsp;la&nbsp;transposer&nbsp;avant&nbsp;le 7&nbsp;juin&nbsp;2026.&nbsp;<\/p>\n\n\n\n\n\n\n<h2 class=\"wp-block-heading\"><\/h2>\n\n\n\n\n\n\n<p><strong>Objectifs&nbsp;et&nbsp;d\u00e9finitions&nbsp;:&nbsp;le principe&nbsp;de&nbsp;\u00ab l&rsquo;\u00e9galit\u00e9&nbsp;de&nbsp;r\u00e9mun\u00e9ration&nbsp;\u00bb&nbsp;(art. 157 TFUE)&nbsp;<\/strong><\/p>\n\n\n\n<p>Le principe&nbsp;de l&rsquo;\u00e9galit\u00e9 de&nbsp;r\u00e9mun\u00e9ration&nbsp;stipule&nbsp;que&nbsp;les&nbsp;femmes et&nbsp;les&nbsp;hommes&nbsp;doivent&nbsp;recevoir&nbsp;la&nbsp;m\u00eame&nbsp;r\u00e9mun\u00e9ration&nbsp;pour un&nbsp;m\u00eame&nbsp;travail&nbsp;ou&nbsp;pour un&nbsp;travail&nbsp;de&nbsp;valeur&nbsp;\u00e9gale. Ce&nbsp;droit&nbsp;est&nbsp;consacr\u00e9&nbsp;par l&rsquo;article&nbsp;157&nbsp;du&nbsp;trait\u00e9&nbsp;sur le&nbsp;fonctionnement&nbsp;de l&rsquo;Union europ\u00e9enne (TFUE) et&nbsp;r\u00e9affirm\u00e9&nbsp;dans&nbsp;la&nbsp;directive&nbsp;2006\/54\/CE,&nbsp;explicitement&nbsp;mentionn\u00e9s&nbsp;dans&nbsp;la&nbsp;directive&nbsp;UE 2023\/970.&nbsp;<\/p>\n\n\n\n<p>L&rsquo;objectif&nbsp;de la&nbsp;directive&nbsp;est&nbsp;pr\u00e9cis\u00e9ment&nbsp;de&nbsp;mettre&nbsp;en&nbsp;\u0153uvre&nbsp;ce principe en&nbsp;r\u00e9duisant&nbsp;l&rsquo;asym\u00e9trie&nbsp;d&rsquo;information qui&nbsp;emp\u00eache&nbsp;la mise en&nbsp;\u00e9vidence&nbsp;et la&nbsp;preuve&nbsp;des&nbsp;discriminations.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>\u00c0&nbsp;qui s&rsquo;applique-t-elle :&nbsp;employeurs&nbsp;publics, priv\u00e9s et&nbsp;candidats<\/strong>&nbsp;<\/p>\n\n\n\n<p>La directive&nbsp;s&rsquo;applique&nbsp;aux&nbsp;employeurs&nbsp;publics et&nbsp;priv\u00e9s. Elle&nbsp;pr\u00e9voit&nbsp;des droits&nbsp;sp\u00e9cifiques&nbsp;pour :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les&nbsp;candidats&nbsp;(informations&nbsp;sur&nbsp;les&nbsp;r\u00e9mun\u00e9rations&nbsp;avant&nbsp;l&#8217;embauche&nbsp;;&nbsp;interdiction&nbsp;de&nbsp;demander&nbsp;l&rsquo;historique&nbsp;des&nbsp;r\u00e9mun\u00e9rations) ;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les&nbsp;travailleurs&nbsp;(droit&nbsp;d&rsquo;acc\u00e8s&nbsp;aux&nbsp;informations&nbsp;sur&nbsp;leur&nbsp;r\u00e9mun\u00e9ration&nbsp;individuelle&nbsp;et sur les&nbsp;r\u00e9mun\u00e9rations&nbsp;moyennes&nbsp;des&nbsp;cat\u00e9gories&nbsp;comparables ;&nbsp;garanties&nbsp;sur&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>L&rsquo;\u00e9cart&nbsp;salarial&nbsp;entre&nbsp;les&nbsp;hommes&nbsp;et&nbsp;les&nbsp;femmes (gender&nbsp;pay&nbsp;gap) :&nbsp;causes&nbsp;et&nbsp;contexte&nbsp;europ\u00e9en<\/strong>&nbsp;<\/p>\n\n\n\n<p>Au&nbsp;sein&nbsp;de l&rsquo;Union europ\u00e9enne,&nbsp;malgr\u00e9&nbsp;des&nbsp;d\u00e9cennies&nbsp;de&nbsp;r\u00e9glementation&nbsp;sur&nbsp;le principe&nbsp;de l&rsquo;\u00e9galit\u00e9 salariale, l&rsquo;\u00e9cart&nbsp;salarial&nbsp;entre&nbsp;les&nbsp;hommes&nbsp;et&nbsp;les&nbsp;femmes persiste.&nbsp;Cela&nbsp;s&rsquo;explique&nbsp;par un ensemble de&nbsp;facteurs&nbsp;structurels,&nbsp;culturels&nbsp;et&nbsp;\u00e9conomiques,&nbsp;tels&nbsp;que&nbsp;:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>l&rsquo;asym\u00e9trie&nbsp;de&nbsp;l&rsquo;information&nbsp;(manque de&nbsp;transparence&nbsp;sur&nbsp;les&nbsp;fourchettes,&nbsp;les&nbsp;crit\u00e8res&nbsp;et&nbsp;les&nbsp;comparaisons) ;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les discriminations&nbsp;directes\/indirectes&nbsp;et&nbsp;l&rsquo;utilisation&nbsp;non&nbsp;neutre&nbsp;des&nbsp;syst\u00e8mes&nbsp;de classification\/\u00e9valuation&nbsp;des&nbsp;r\u00f4les&nbsp;;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la&nbsp;s\u00e9gr\u00e9gation&nbsp;professionnelle&nbsp;et la sous-\u00e9valuation&nbsp;des&nbsp;comp\u00e9tences\/r\u00f4les&nbsp;typiquement&nbsp;f\u00e9minins&nbsp;(r\u00e9f\u00e9rence&nbsp;explicite&nbsp;au&nbsp;risque&nbsp;de&nbsp;st\u00e9r\u00e9otypes&nbsp;dans les&nbsp;syst\u00e8mes&nbsp;d&rsquo;\u00e9valuation&nbsp;et de classification du travail).&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><a href=\"https:\/\/www.delucapartners.it\/news\/parita-salariale-e-trasparenza-retributiva-i-nuovi-obblighi-previsti-dalla-direttiva-comunitaria\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Les&nbsp;nouvelles&nbsp;obligations pour les&nbsp;entreprises<\/strong><\/a><strong>&nbsp;:&nbsp;ce&nbsp;qui change&nbsp;concr\u00e8tement<\/strong>&nbsp;<\/h2>\n\n\n\n<p><strong>Transparence&nbsp;avant&nbsp;l&#8217;embauche&nbsp;:&nbsp;indication&nbsp;du&nbsp;salaire&nbsp;annuel&nbsp;brut&nbsp;dans&nbsp;les&nbsp;offres&nbsp;d&#8217;emploi<\/strong>&nbsp;<\/p>\n\n\n\n<p>Le&nbsp;candidat&nbsp;a le&nbsp;droit&nbsp;de&nbsp;recevoir&nbsp;de&nbsp;l&#8217;employeur&nbsp;:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>le&nbsp;salaire&nbsp;initial&nbsp;ou&nbsp;la&nbsp;fourchette&nbsp;salariale pour le poste, sur la base de&nbsp;crit\u00e8res&nbsp;objectifs&nbsp;et&nbsp;neutres&nbsp;par&nbsp;rapport&nbsp;au&nbsp;genre&nbsp;;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>le&nbsp;cas&nbsp;\u00e9ch\u00e9ant, les dispositions de la convention collective&nbsp;nationale\/du&nbsp;contrat&nbsp;collectif&nbsp;applicables&nbsp;au poste.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Les&nbsp;informations&nbsp;doivent&nbsp;\u00eatre&nbsp;fournies&nbsp;de mani\u00e8re \u00e0&nbsp;permettre&nbsp;une&nbsp;n\u00e9gociation&nbsp;\u00e9clair\u00e9e&nbsp;(par&nbsp;exemple&nbsp;dans&nbsp;l&rsquo;annonce). En&nbsp;outre, les&nbsp;annonces\/titres&nbsp;doivent&nbsp;\u00eatre&nbsp;neutres&nbsp;du point de&nbsp;vue&nbsp;du genre et la&nbsp;s\u00e9lection&nbsp;non&nbsp;discriminatoire.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>Droit&nbsp;d&rsquo;acc\u00e8s&nbsp;aux&nbsp;donn\u00e9es&nbsp;:&nbsp;conna\u00eetre&nbsp;les&nbsp;r\u00e9mun\u00e9rations&nbsp;moyennes&nbsp;des&nbsp;coll\u00e8gues<\/strong>&nbsp;<\/p>\n\n\n\n<p>Chaque&nbsp;travailleur&nbsp;a le&nbsp;droit&nbsp;de&nbsp;demander&nbsp;et de&nbsp;recevoir&nbsp;par&nbsp;\u00e9crit&nbsp;:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>son&nbsp;niveau&nbsp;de&nbsp;r\u00e9mun\u00e9ration&nbsp;individuel&nbsp;;&nbsp;et&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>les&nbsp;niveaux&nbsp;de&nbsp;r\u00e9mun\u00e9ration&nbsp;moyens,&nbsp;ventil\u00e9s&nbsp;par&nbsp;sexe, pour les&nbsp;cat\u00e9gories&nbsp;de&nbsp;travailleurs&nbsp;qui&nbsp;effectuent&nbsp;le&nbsp;m\u00eame&nbsp;travail&nbsp;ou&nbsp;un travail de&nbsp;valeur&nbsp;\u00e9gale.&nbsp;La&nbsp;demande&nbsp;peut&nbsp;\u00e9galement&nbsp;\u00eatre&nbsp;transmise&nbsp;par&nbsp;l&rsquo;interm\u00e9diaire&nbsp;des&nbsp;repr\u00e9sentants&nbsp;des&nbsp;travailleurs&nbsp;ou&nbsp;d&rsquo;un&nbsp;organisme&nbsp;charg\u00e9 de&nbsp;l&rsquo;\u00e9galit\u00e9&nbsp;;&nbsp;l&#8217;employeur&nbsp;doit informer&nbsp;chaque&nbsp;ann\u00e9e&nbsp;les&nbsp;travailleurs&nbsp;de&nbsp;l&rsquo;existence&nbsp;de&nbsp;ce&nbsp;droit et des&nbsp;modalit\u00e9s&nbsp;de son&nbsp;exercice.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p><strong>Interdiction du secret&nbsp;salarial&nbsp;et&nbsp;crit\u00e8res&nbsp;neutres&nbsp;de progression<\/strong>&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li><strong>Interdiction du secret&nbsp;salarial&nbsp;:&nbsp;<\/strong>la directive&nbsp;interdit&nbsp;aux \u00c9tats&nbsp;membres&nbsp;d&rsquo;inclure&nbsp;dans les&nbsp;contrats&nbsp;des clauses&nbsp;emp\u00eachant&nbsp;les&nbsp;travailleurs&nbsp;de&nbsp;divulguer&nbsp;des&nbsp;informations&nbsp;sur&nbsp;leur&nbsp;r\u00e9mun\u00e9ration, car&nbsp;elles&nbsp;font obstacle \u00e0&nbsp;l&rsquo;exercice&nbsp;du droit \u00e0&nbsp;l&rsquo;\u00e9galit\u00e9&nbsp;de&nbsp;r\u00e9mun\u00e9ration.&nbsp;&nbsp;Il est&nbsp;\u00e9galement&nbsp;pr\u00e9vu&nbsp;que&nbsp;les&nbsp;informations&nbsp;obtenues&nbsp;sur&nbsp;les&nbsp;r\u00e9mun\u00e9rations&nbsp;d&rsquo;autrui,&nbsp;autres&nbsp;que&nbsp;celles&nbsp;relatives&nbsp;\u00e0&nbsp;leur&nbsp;propre&nbsp;poste, ne&nbsp;puissent&nbsp;\u00eatre&nbsp;utilis\u00e9es&nbsp;\u00e0&nbsp;des&nbsp;fins&nbsp;\u00e9trang\u00e8res&nbsp;\u00e0 la&nbsp;protection&nbsp;du&nbsp;principe de l&rsquo;\u00e9galit\u00e9 de&nbsp;r\u00e9mun\u00e9ration.&nbsp;<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li><strong>Crit\u00e8res&nbsp;de&nbsp;progression :&nbsp;les&nbsp;avancements&nbsp;de&nbsp;carri\u00e8re&nbsp;et les augmentations<\/strong>&nbsp;salariales&nbsp;doivent&nbsp;suivre&nbsp;des processus&nbsp;d\u00e9finis&nbsp;et&nbsp;document\u00e9s, et non&nbsp;discr\u00e9tionnaires.&nbsp;Ils&nbsp;doivent&nbsp;\u00eatre&nbsp;bas\u00e9s&nbsp;sur :&nbsp;des&nbsp;\u00e9valuations&nbsp;p\u00e9riodiques&nbsp;des performances,&nbsp;l&rsquo;exp\u00e9rience&nbsp;et&nbsp;l&rsquo;anciennet\u00e9,&nbsp;l&rsquo;acquisition&nbsp;de&nbsp;nouvelles&nbsp;comp\u00e9tences&nbsp;et&nbsp;responsabilit\u00e9s, les exigences&nbsp;en&nbsp;mati\u00e8re de formation&nbsp;ou&nbsp;de qualifications&nbsp;professionnelles.&nbsp;Ces&nbsp;crit\u00e8res&nbsp;doivent&nbsp;\u00eatre&nbsp;\u00ab&nbsp;objectifs&nbsp;et&nbsp;neutres&nbsp;du&nbsp;point de&nbsp;vue&nbsp;du&nbsp;genre&nbsp;\u00bb,&nbsp;comme&nbsp;l&rsquo;impose la&nbsp;directive.&nbsp;<\/li>\n<\/ol>\n\n\n\n<p><strong>Renversement&nbsp;de la&nbsp;charge&nbsp;de la&nbsp;preuve&nbsp;:&nbsp;nouveaux&nbsp;risques&nbsp;de&nbsp;litige&nbsp;pour l&#8217;employeur<\/strong>&nbsp;<\/p>\n\n\n\n<p>La&nbsp;directive&nbsp;introduit&nbsp;un&nbsp;changement&nbsp;significatif&nbsp;dans&nbsp;la&nbsp;mani\u00e8re&nbsp;dont&nbsp;sont&nbsp;trait\u00e9s&nbsp;les&nbsp;cas&nbsp;de&nbsp;discrimination&nbsp;salariale&nbsp;pr\u00e9sum\u00e9e&nbsp;:&nbsp;la&nbsp;charge&nbsp;de la&nbsp;preuve&nbsp;incombe&nbsp;d\u00e9sormais&nbsp;\u00e0 l&#8217;employeur&nbsp;et non plus&nbsp;au&nbsp;salari\u00e9. C&rsquo;est&nbsp;donc&nbsp;\u00e0 l&#8217;employeur&nbsp;qu&rsquo;il&nbsp;appartiendra&nbsp;de&nbsp;d\u00e9montrer&nbsp;l&rsquo;absence&nbsp;de&nbsp;discrimination, sur la base d&rsquo;un&nbsp;simple&nbsp;indice&nbsp;pr\u00e9sent\u00e9&nbsp;par la&nbsp;personne&nbsp;qui&nbsp;estime&nbsp;avoir&nbsp;\u00e9t\u00e9&nbsp;victime&nbsp;de&nbsp;discrimination&nbsp;(ce qui&nbsp;pourrait&nbsp;entra\u00eener&nbsp;une&nbsp;augmentation&nbsp;du&nbsp;risque&nbsp;de&nbsp;litiges&nbsp;pour&nbsp;les&nbsp;entreprises).&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>\u00c9ch\u00e9ances&nbsp;et&nbsp;rapports :&nbsp;comment se&nbsp;pr\u00e9parer&nbsp;pour 2026<\/strong>&nbsp;<\/h2>\n\n\n\n<p><strong>Obligations de rapports&nbsp;p\u00e9riodiques&nbsp;(entreprises&nbsp;de plus de 100 et 250&nbsp;employ\u00e9s)<\/strong>&nbsp;<\/p>\n\n\n\n<p>La directive&nbsp;introduit&nbsp;l&rsquo;obligation&nbsp;pour les&nbsp;employeurs&nbsp;comptant&nbsp;au&nbsp;moins&nbsp;100&nbsp;salari\u00e9s&nbsp;de&nbsp;communiquer&nbsp;p\u00e9riodiquement&nbsp;des donn\u00e9es sur&nbsp;l&rsquo;\u00e9cart&nbsp;de&nbsp;r\u00e9mun\u00e9ration&nbsp;entre les hommes et les femmes.&nbsp;&nbsp;<\/p>\n\n\n\n<p>La&nbsp;fr\u00e9quence&nbsp;pr\u00e9vue&nbsp;d\u00e9pend&nbsp;du&nbsp;nombre&nbsp;de&nbsp;salari\u00e9s&nbsp;:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>entreprises&nbsp;de plus de 250&nbsp;salari\u00e9s&nbsp;:&nbsp;avant le 7&nbsp;juin&nbsp;2027 et&nbsp;chaque&nbsp;ann\u00e9e&nbsp;;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>entreprises&nbsp;de 150 \u00e0 249&nbsp;salari\u00e9s&nbsp;:&nbsp;avant le 7&nbsp;juin&nbsp;2027 et&nbsp;tous&nbsp;les 3&nbsp;ans&nbsp;;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>entreprises&nbsp;de 100 \u00e0 149&nbsp;salari\u00e9s&nbsp;:&nbsp;avant le 7&nbsp;juin&nbsp;2031 et&nbsp;tous&nbsp;les 3 ans.&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Le&nbsp;rapport&nbsp;doit&nbsp;notamment&nbsp;inclure,&nbsp;entre&nbsp;autres, l&rsquo;\u00e9cart&nbsp;salarial&nbsp;moyen&nbsp;et&nbsp;m\u00e9dian&nbsp;entre&nbsp;les&nbsp;hommes&nbsp;et&nbsp;les&nbsp;femmes, l&rsquo;\u00e9cart&nbsp;sur&nbsp;les&nbsp;composantes&nbsp;variables&nbsp;de la&nbsp;r\u00e9mun\u00e9ration, la&nbsp;r\u00e9partition&nbsp;des&nbsp;travailleurs&nbsp;dans&nbsp;les&nbsp;diff\u00e9rentes&nbsp;tranches&nbsp;salariales&nbsp;et l&rsquo;\u00e9cart&nbsp;entre&nbsp;les&nbsp;cat\u00e9gories&nbsp;de&nbsp;travailleurs&nbsp;comparables, en&nbsp;distinguant&nbsp;les&nbsp;composantes&nbsp;fixes&nbsp;et&nbsp;variables.&nbsp;<\/p>\n\n\n\n<p>La&nbsp;directive&nbsp;permet&nbsp;aux&nbsp;\u00c9tats&nbsp;membres&nbsp;d&rsquo;\u00e9tendre&nbsp;l&rsquo;obligation&nbsp;de&nbsp;d\u00e9claration&nbsp;aux&nbsp;employeurs&nbsp;de&nbsp;moins&nbsp;de 100&nbsp;salari\u00e9s, sans&nbsp;pr\u00e9judice&nbsp;de la&nbsp;possibilit\u00e9&nbsp;de&nbsp;proc\u00e9der&nbsp;volontairement&nbsp;\u00e0 la&nbsp;d\u00e9claration&nbsp;en l&rsquo;absence&nbsp;d&rsquo;obligation&nbsp;r\u00e9glementaire.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>Le&nbsp;seuil&nbsp;de 5 % d&rsquo;\u00e9cart&nbsp;salarial&nbsp;et l&rsquo;\u00ab&nbsp;\u00e9valuation&nbsp;conjointe&nbsp;\u00bb&nbsp;avec&nbsp;les&nbsp;syndicats<\/strong>&nbsp;<\/p>\n\n\n\n<p>L&rsquo;\u00ab&nbsp;\u00e9valuation&nbsp;conjointe&nbsp;\u00bb (joint pay assessment, art. 10) ne&nbsp;s&rsquo;applique&nbsp;que&nbsp;si&nbsp;toutes&nbsp;les conditions&nbsp;suivantes&nbsp;sont&nbsp;r\u00e9unies&nbsp;:&nbsp;<\/p>\n\n\n\n<p>a) le rapport fait&nbsp;appara\u00eetre&nbsp;un&nbsp;\u00e9cart&nbsp;moyen&nbsp;d&rsquo;au&nbsp;moins&nbsp;5 % dans&nbsp;une&nbsp;cat\u00e9gorie&nbsp;;&nbsp;<\/p>\n\n\n\n<p>b)&nbsp;l&#8217;employeur&nbsp;ne le&nbsp;justifie&nbsp;pas par des&nbsp;crit\u00e8res&nbsp;objectifs&nbsp;et&nbsp;neutres&nbsp;du point de&nbsp;vue&nbsp;du&nbsp;genre ;&nbsp;<\/p>\n\n\n\n<p>c)&nbsp;l&#8217;employeur&nbsp;ne&nbsp;rem\u00e9die&nbsp;pas \u00e0 la situation dans les 6&nbsp;mois&nbsp;suivant&nbsp;la date de&nbsp;pr\u00e9sentation&nbsp;du rapport.&nbsp;&nbsp;<\/p>\n\n\n\n<p>L&rsquo;\u00e9valuation&nbsp;doit&nbsp;\u00eatre&nbsp;effectu\u00e9e&nbsp;en&nbsp;coop\u00e9ration&nbsp;avec les&nbsp;repr\u00e9sentants&nbsp;des&nbsp;travailleurs&nbsp;(ici,&nbsp;votre&nbsp;r\u00e9sum\u00e9 \u00ab avec les&nbsp;syndicats&nbsp;\u00bb est&nbsp;globalement&nbsp;correct dans&nbsp;une&nbsp;perspective&nbsp;italienne, car dans la pratique, la&nbsp;coop\u00e9ration&nbsp;passera&nbsp;g\u00e9n\u00e9ralement&nbsp;par les&nbsp;repr\u00e9sentants).&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>Analyse&nbsp;pr\u00e9ventive&nbsp;:&nbsp;comment&nbsp;corriger&nbsp;les&nbsp;\u00e9carts&nbsp;avant&nbsp;l&rsquo;\u00e9ch\u00e9ance<\/strong>&nbsp;<\/p>\n\n\n\n<p>D&rsquo;un point de&nbsp;vue&nbsp;op\u00e9rationnel,&nbsp;afin&nbsp;d&rsquo;\u00eatre&nbsp;pr\u00eat&nbsp;\u00e0&nbsp;la date&nbsp;de&nbsp;transposition&nbsp;et&nbsp;aux&nbsp;premi\u00e8res&nbsp;\u00e9ch\u00e9ances&nbsp;de reporting (2027\/2031),&nbsp;il est&nbsp;n\u00e9cessaire de&nbsp;proc\u00e9der&nbsp;d\u00e8s&nbsp;que&nbsp;possible&nbsp;\u00e0 une&nbsp;analyse&nbsp;pr\u00e9ventive&nbsp;de la situation de l&rsquo;entreprise, qui&nbsp;devrait&nbsp;au&nbsp;moins&nbsp;:&nbsp;<\/p>\n\n\n\n<p>reconstituer&nbsp;le&nbsp;syst\u00e8me&nbsp;de classification et de&nbsp;cat\u00e9gorisation&nbsp;du personnel,&nbsp;en&nbsp;identifiant&nbsp;des&nbsp;groupes&nbsp;de&nbsp;travailleurs&nbsp;comparables sur la base des&nbsp;t\u00e2ches&nbsp;effectu\u00e9es, des&nbsp;responsabilit\u00e9s, des&nbsp;comp\u00e9tences&nbsp;requises&nbsp;et du&nbsp;niveau&nbsp;d&rsquo;autonomie,&nbsp;afin&nbsp;d&rsquo;appliquer&nbsp;correctement&nbsp;le&nbsp;crit\u00e8re&nbsp;du \u00ab travail de&nbsp;valeur&nbsp;\u00e9gale&nbsp;\u00bb ;&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>cartographier&nbsp;les&nbsp;composantes&nbsp;de la&nbsp;r\u00e9mun\u00e9ration, y&nbsp;compris&nbsp;la&nbsp;r\u00e9mun\u00e9ration&nbsp;fixe, variable, les primes, les&nbsp;incitations, les&nbsp;avantages&nbsp;sociaux&nbsp;et tout&nbsp;autre&nbsp;\u00e9l\u00e9ment&nbsp;\u00e9conomiquement&nbsp;pertinent ;&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>v\u00e9rifier&nbsp;les&nbsp;crit\u00e8res&nbsp;de&nbsp;d\u00e9termination&nbsp;et de progression de la&nbsp;r\u00e9mun\u00e9ration,&nbsp;en&nbsp;s&rsquo;assurant&nbsp;de&nbsp;leur&nbsp;formalisation, de&nbsp;leur&nbsp;objectivit\u00e9, de&nbsp;leur&nbsp;transparence et de&nbsp;leur&nbsp;neutralit\u00e9&nbsp;par rapport au genre,&nbsp;ainsi&nbsp;que&nbsp;de&nbsp;l&rsquo;absence&nbsp;de marge&nbsp;d&rsquo;appr\u00e9ciation&nbsp;injustifi\u00e9e&nbsp;;&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e9laborer&nbsp;un plan&nbsp;d&rsquo;ajustement&nbsp;correctif&nbsp;(ajustements&nbsp;cibl\u00e9s,&nbsp;r\u00e9alignements,&nbsp;r\u00e9vision&nbsp;des&nbsp;crit\u00e8res&nbsp;et des&nbsp;syst\u00e8mes&nbsp;d&rsquo;\u00e9valuation)&nbsp;afin&nbsp;d&rsquo;\u00e9viter&nbsp;que&nbsp;l&rsquo;\u00e9cart&nbsp;salarial&nbsp;ne&nbsp;d\u00e9passe&nbsp;le&nbsp;seuil&nbsp;de 5 %,&nbsp;ce&nbsp;qui&nbsp;pourrait&nbsp;entra\u00eener&nbsp;le&nbsp;d\u00e9clenchement&nbsp;d&rsquo;une&nbsp;\u00e9valuation&nbsp;salariale&nbsp;conjointe.&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>R\u00e9glementation&nbsp;nationale&nbsp;et&nbsp;certification<\/strong>&nbsp;<\/h2>\n\n\n\n<p><strong>Le code de l&rsquo;\u00e9galit\u00e9&nbsp;des&nbsp;chances (d\u00e9cret&nbsp;l\u00e9gislatif&nbsp;198\/2006) et la&nbsp;r\u00e9glementation&nbsp;en&nbsp;vigueur<\/strong>&nbsp;<\/p>\n\n\n\n<p>En Italie, l&rsquo;interdiction&nbsp;de la&nbsp;discrimination&nbsp;salariale (directe&nbsp;et&nbsp;indirecte) et le&nbsp;droit&nbsp;\u00e0 un&nbsp;salaire&nbsp;\u00e9gal&nbsp;pour un&nbsp;travail&nbsp;\u00e9gal&nbsp;ou&nbsp;de&nbsp;valeur&nbsp;\u00e9gale&nbsp;sont&nbsp;d\u00e9j\u00e0&nbsp;r\u00e9gis&nbsp;par le&nbsp;d\u00e9cret&nbsp;<strong>l\u00e9gislatif&nbsp;198\/2006 (art. 28<\/strong>).&nbsp;&nbsp;<\/p>\n\n\n\n<p>En&nbsp;outre, la&nbsp;r\u00e9glementation&nbsp;en&nbsp;vigueur&nbsp;pr\u00e9voit&nbsp;des obligations&nbsp;nationales&nbsp;en&nbsp;mati\u00e8re de&nbsp;reporting :&nbsp;le rapport&nbsp;bisannuel&nbsp;sur la situation du personnel&nbsp;masculin&nbsp;et&nbsp;f\u00e9minin&nbsp;pour les&nbsp;entreprises&nbsp;de plus de&nbsp;<strong>50&nbsp;salari\u00e9s<\/strong>&nbsp;(art. 46 du&nbsp;d\u00e9cret&nbsp;l\u00e9gislatif&nbsp;198\/2006,&nbsp;tel&nbsp;que&nbsp;modifi\u00e9), avec envoi&nbsp;\u00e9lectronique&nbsp;via le&nbsp;portail&nbsp;minist\u00e9riel&nbsp;et&nbsp;d\u00e9lais&nbsp;d\u00e9finis.&nbsp;<strong>La certification de&nbsp;l&rsquo;\u00e9galit\u00e9&nbsp;des&nbsp;sexes :&nbsp;avantages&nbsp;en&nbsp;mati\u00e8re de&nbsp;cotisations&nbsp;et de&nbsp;r\u00e9putation<\/strong>&nbsp;<\/p>\n\n\n\n<p>La&nbsp;certification&nbsp;nationale&nbsp;de l&rsquo;\u00e9galit\u00e9&nbsp;des&nbsp;sexes&nbsp;permet&nbsp;aux&nbsp;employeurs&nbsp;priv\u00e9s de&nbsp;b\u00e9n\u00e9ficier&nbsp;d&rsquo;une&nbsp;exon\u00e9ration&nbsp;de&nbsp;cotisations&nbsp;ne&nbsp;d\u00e9passant&nbsp;pas&nbsp;1 %&nbsp;dans&nbsp;la limite&nbsp;maximale&nbsp;de&nbsp;<strong>50 000&nbsp;euros<\/strong>&nbsp;par an (selon&nbsp;les&nbsp;r\u00e8gles&nbsp;d&rsquo;application&nbsp;de l&rsquo;INPS).&nbsp;&nbsp;<\/p>\n\n\n\n<p>En&nbsp;termes&nbsp;de&nbsp;r\u00e9putation, la certification est&nbsp;g\u00e9n\u00e9ralement&nbsp;valoris\u00e9e&nbsp;dans le&nbsp;domaine&nbsp;ESG, dans les&nbsp;proc\u00e9dures&nbsp;d&rsquo;appel&nbsp;d&rsquo;offres&nbsp;et dans les relations avec les parties&nbsp;prenantes&nbsp;et les&nbsp;investisseurs&nbsp;;&nbsp;elle&nbsp;peut&nbsp;\u00e9galement&nbsp;faciliter&nbsp;la mise&nbsp;en&nbsp;place de processus internes et&nbsp;d&rsquo;indicateurs&nbsp;de performance&nbsp;coh\u00e9rents&nbsp;avec&nbsp;une&nbsp;gouvernance&nbsp;ax\u00e9e&nbsp;sur&nbsp;l&rsquo;\u00e9galit\u00e9.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>Comment&nbsp;int\u00e9grer&nbsp;la&nbsp;certification&nbsp;nationale&nbsp;\u00e0 la nouvelle&nbsp;directive&nbsp;europ\u00e9enne<\/strong>&nbsp;<\/p>\n\n\n\n<p>La certification&nbsp;peut&nbsp;constituer&nbsp;un&nbsp;outil&nbsp;utile pour se&nbsp;pr\u00e9parer&nbsp;aux obligations&nbsp;europ\u00e9ennes,&nbsp;car :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>elle&nbsp;impose&nbsp;l&rsquo;adoption&nbsp;d&rsquo;indicateurs&nbsp;et de&nbsp;mesures&nbsp;organisationnelles&nbsp;dans&nbsp;des&nbsp;domaines&nbsp;RH&nbsp;pertinents&nbsp;(s\u00e9lection,&nbsp;d\u00e9veloppement&nbsp;professionnel,&nbsp;\u00e9quit\u00e9&nbsp;salariale, culture&nbsp;d&rsquo;entreprise&nbsp;et&nbsp;gouvernance) ;&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>elle&nbsp;favorise&nbsp;la&nbsp;collecte&nbsp;structur\u00e9e&nbsp;et&nbsp;document\u00e9e&nbsp;des donn\u00e9es&nbsp;salariales, des&nbsp;crit\u00e8res&nbsp;d&rsquo;\u00e9valuation&nbsp;et des processus&nbsp;d\u00e9cisionnels&nbsp;en&nbsp;mati\u00e8re de&nbsp;recrutement, de classification,&nbsp;d&rsquo;augmentations&nbsp;et de progression de&nbsp;carri\u00e8re,&nbsp;rendant&nbsp;ces&nbsp;informations&nbsp;v\u00e9rifiables&nbsp;et&nbsp;conformes&nbsp;aux obligations de transparence&nbsp;pr\u00e9vues&nbsp;par la directive.&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Concr\u00e8tement,&nbsp;l&rsquo;int\u00e9gration&nbsp;se fait par&nbsp;l&rsquo;alignement&nbsp;des&nbsp;syst\u00e8mes&nbsp;de classification et de&nbsp;classement&nbsp;du personnel, des&nbsp;m\u00e9canismes&nbsp;d&rsquo;\u00e9valuation&nbsp;et des bases&nbsp;d&rsquo;information&nbsp;sur les&nbsp;r\u00e9mun\u00e9rations&nbsp;(y&nbsp;compris&nbsp;les&nbsp;composantes&nbsp;variables et les&nbsp;avantages&nbsp;sociaux) sur les&nbsp;indicateurs&nbsp;et les obligations&nbsp;d&rsquo;information&nbsp;et de reporting&nbsp;pr\u00e9vus&nbsp;par la&nbsp;r\u00e9glementation&nbsp;europ\u00e9enne.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Le&nbsp;soutien&nbsp;de&nbsp;De&nbsp;Luca &amp;&nbsp;Partners :&nbsp;du&nbsp;bilan&nbsp;\u00e0 la&nbsp;conformit\u00e9<\/strong>&nbsp;<\/h2>\n\n\n\n<p><strong>Audit&nbsp;complet&nbsp;du&nbsp;personnel&nbsp;:&nbsp;analyse&nbsp;des&nbsp;contrats&nbsp;et&nbsp;des&nbsp;r\u00e9mun\u00e9rations<\/strong>&nbsp;<\/p>\n\n\n\n<p>De Luca &amp; Partners&nbsp;accompagne&nbsp;les&nbsp;entreprises&nbsp;dans&nbsp;le&nbsp;cadre&nbsp;d&rsquo;un audit&nbsp;juridique&nbsp;du&nbsp;personnel&nbsp;visant&nbsp;\u00e0&nbsp;v\u00e9rifier&nbsp;la&nbsp;coh\u00e9rence&nbsp;des&nbsp;contrats,&nbsp;des&nbsp;classifications&nbsp;et&nbsp;des&nbsp;traitements&nbsp;\u00e9conomiques&nbsp;avec&nbsp;le principe&nbsp;de l&rsquo;\u00e9galit\u00e9 salariale.&nbsp;L&rsquo;analyse&nbsp;permet&nbsp;d&rsquo;identifier&nbsp;d&rsquo;\u00e9ventuels&nbsp;\u00e9carts&nbsp;salariaux&nbsp;injustifi\u00e9s,&nbsp;d&rsquo;\u00e9valuer&nbsp;la&nbsp;viabilit\u00e9&nbsp;juridique&nbsp;des&nbsp;diff\u00e9rences&nbsp;existantes&nbsp;et de&nbsp;constituer&nbsp;une&nbsp;base&nbsp;documentaire&nbsp;solide&nbsp;\u00e0&nbsp;l&rsquo;appui&nbsp;des choix de&nbsp;l&rsquo;entreprise,&nbsp;en&nbsp;vue&nbsp;des obligations de transparence, de reporting et de gestion des&nbsp;litiges&nbsp;introduites&nbsp;par la directive&nbsp;europ\u00e9enne&nbsp;2023\/970.&nbsp;<\/p>\n\n\n\n<p><strong>Le plan de mise&nbsp;en&nbsp;\u0153uvre&nbsp;:&nbsp;r\u00e9vision&nbsp;des politiques, formation et relations&nbsp;syndicales<\/strong>&nbsp;<\/p>\n\n\n\n<p>De Luca &amp; Partners aide les&nbsp;entreprises&nbsp;\u00e0&nbsp;d\u00e9finir&nbsp;et \u00e0&nbsp;mettre&nbsp;en&nbsp;\u0153uvre&nbsp;un plan&nbsp;d&rsquo;adaptation&nbsp;structur\u00e9,&nbsp;visant&nbsp;\u00e0 adapter les politiques et&nbsp;proc\u00e9dures&nbsp;internes aux&nbsp;nouvelles&nbsp;obligations&nbsp;en&nbsp;mati\u00e8re de transparence&nbsp;salariale.&nbsp;L&rsquo;intervention&nbsp;comprend&nbsp;la&nbsp;r\u00e9vision&nbsp;des politiques et des&nbsp;syst\u00e8mes&nbsp;de&nbsp;d\u00e9termination&nbsp;et de progression des&nbsp;r\u00e9mun\u00e9rations, la mise&nbsp;en&nbsp;place de processus pour la gestion des&nbsp;demandes&nbsp;d&rsquo;informations&nbsp;des&nbsp;travailleurs&nbsp;et le&nbsp;soutien&nbsp;aux&nbsp;activit\u00e9s&nbsp;de formation des RH et de la direction. Une attention&nbsp;particuli\u00e8re&nbsp;est&nbsp;\u00e9galement&nbsp;accord\u00e9e&nbsp;\u00e0 la gestion des relations&nbsp;syndicales,&nbsp;notamment&nbsp;en&nbsp;vue&nbsp;de&nbsp;l&rsquo;\u00e9ventuelle&nbsp;mise&nbsp;en&nbsp;place des&nbsp;\u00e9valuations&nbsp;salariales&nbsp;conjointes&nbsp;pr\u00e9vues&nbsp;par la directive.&nbsp;<\/p>\n\n\n\n<p><strong>Harmonisation&nbsp;avec&nbsp;le RGPD et&nbsp;les&nbsp;mod\u00e8les&nbsp;231 :&nbsp;g\u00e9rer&nbsp;les&nbsp;nouveaux&nbsp;risques<\/strong>&nbsp;<\/p>\n\n\n\n<p>De Luca &amp; Partners&nbsp;assiste&nbsp;les&nbsp;entreprises&nbsp;dans la coordination des obligations de transparence&nbsp;salariale&nbsp;avec la&nbsp;r\u00e9glementation&nbsp;en&nbsp;mati\u00e8re de protection des donn\u00e9es&nbsp;personnelles&nbsp;et avec les&nbsp;mod\u00e8les&nbsp;d&rsquo;organisation, de gestion et de&nbsp;contr\u00f4le&nbsp;pr\u00e9vus&nbsp;par le&nbsp;d\u00e9cret&nbsp;l\u00e9gislatif&nbsp;231\/2001. Cette&nbsp;activit\u00e9&nbsp;vise \u00e0&nbsp;garantir&nbsp;que&nbsp;les flux&nbsp;d&rsquo;informations&nbsp;et le&nbsp;traitement&nbsp;des donn\u00e9es&nbsp;salariales&nbsp;soient&nbsp;conformes&nbsp;au&nbsp;RGPD et&nbsp;que&nbsp;les nouveaux&nbsp;profils&nbsp;de&nbsp;risque&nbsp;li\u00e9s&nbsp;\u00e0 la discrimination et aux&nbsp;litiges&nbsp;soient&nbsp;correctement&nbsp;pris&nbsp;en&nbsp;compte&nbsp;dans les&nbsp;syst\u00e8mes&nbsp;de&nbsp;contr\u00f4le&nbsp;interne,&nbsp;renfor\u00e7ant&nbsp;ainsi&nbsp;la&nbsp;gouvernance&nbsp;d&rsquo;entreprise&nbsp;et la&nbsp;capacit\u00e9&nbsp;de&nbsp;pr\u00e9vention.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Foire&nbsp;aux&nbsp;questions&nbsp;(FAQ)<\/strong>&nbsp;<\/h2>\n\n\n\n<p><strong>Quand&nbsp;faut-il se&nbsp;conformer&nbsp;\u00e0&nbsp;la&nbsp;directive&nbsp;sur la&nbsp;transparence&nbsp;?<\/strong>&nbsp;<\/p>\n\n\n\n<p>Les \u00c9tats&nbsp;membres&nbsp;doivent&nbsp;transposer la directive avant le 7&nbsp;juin&nbsp;2026. \u00c0&nbsp;compter&nbsp;de&nbsp;cette&nbsp;date, les&nbsp;r\u00e8gles&nbsp;nationales&nbsp;de transposition&nbsp;s&rsquo;appliqueront&nbsp;et les&nbsp;employeurs&nbsp;devront&nbsp;s&rsquo;y&nbsp;conformer.&nbsp;<\/p>\n\n\n\n<p><strong>Les&nbsp;employ\u00e9s&nbsp;peuvent-ils&nbsp;conna\u00eetre&nbsp;le&nbsp;salaire&nbsp;de&nbsp;leurs&nbsp;coll\u00e8gues&nbsp;?<\/strong>&nbsp;<\/p>\n\n\n\n<p>Les&nbsp;employ\u00e9s&nbsp;peuvent&nbsp;conna\u00eetre&nbsp;les&nbsp;salaires&nbsp;moyens (ventil\u00e9s&nbsp;par&nbsp;sexe) des&nbsp;cat\u00e9gories&nbsp;comparables (m\u00eame&nbsp;travail&nbsp;ou&nbsp;valeur&nbsp;\u00e9gale),&nbsp;en&nbsp;plus de&nbsp;leur&nbsp;propre&nbsp;salaire&nbsp;individuel, sur&nbsp;demande&nbsp;\u00e9crite. Il ne&nbsp;s&rsquo;agit&nbsp;toutefois&nbsp;pas d&rsquo;un droit&nbsp;g\u00e9n\u00e9ral&nbsp;d&rsquo;acc\u00e8s&nbsp;aux&nbsp;salaires&nbsp;individuels&nbsp;nominatifs&nbsp;des&nbsp;coll\u00e8gues.&nbsp;<\/p>\n\n\n\n<p><strong>Quels&nbsp;sont&nbsp;les&nbsp;risques&nbsp;pour l&rsquo;entreprise&nbsp;si&nbsp;elle ne&nbsp;respecte&nbsp;pas&nbsp;l&rsquo;\u00e9galit\u00e9&nbsp;salariale ?<\/strong>&nbsp;<\/p>\n\n\n\n<p>La directive&nbsp;impose&nbsp;aux \u00c9tats de&nbsp;pr\u00e9voir&nbsp;des&nbsp;mesures&nbsp;de protection&nbsp;efficaces&nbsp;et des sanctions&nbsp;dissuasives. Comme&nbsp;elle&nbsp;n&rsquo;a&nbsp;pas&nbsp;encore&nbsp;\u00e9t\u00e9&nbsp;officiellement&nbsp;transpos\u00e9e&nbsp;en&nbsp;Italie, les sanctions&nbsp;n&rsquo;ont&nbsp;pas&nbsp;encore&nbsp;\u00e9t\u00e9&nbsp;r\u00e9glement\u00e9es.&nbsp;<\/p>\n\n\n\n<p><strong>La directive&nbsp;s&rsquo;applique-t-elle&nbsp;\u00e9galement&nbsp;aux petites&nbsp;entreprises&nbsp;?<\/strong>&nbsp;<\/p>\n\n\n\n<p>Oui, la directive&nbsp;s&rsquo;applique&nbsp;aux&nbsp;employeurs&nbsp;publics et&nbsp;priv\u00e9s,&nbsp;donc&nbsp;\u00e9galement&nbsp;aux PME,&nbsp;mais&nbsp;avec des obligations&nbsp;<strong>diff\u00e9renci\u00e9es&nbsp;en&nbsp;fonction&nbsp;de la taille de&nbsp;l&rsquo;entreprise&nbsp;:<\/strong>&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>l&rsquo;obligation<\/strong>&nbsp;de&nbsp;rendre&nbsp;compte&nbsp;p\u00e9riodiquement&nbsp;est&nbsp;pr\u00e9vue&nbsp;par la directive,&nbsp;en&nbsp;tant&nbsp;que&nbsp;norme&nbsp;minimale, pour les&nbsp;employeurs&nbsp;comptant&nbsp;au&nbsp;moins&nbsp;100&nbsp;salari\u00e9s, sans&nbsp;pr\u00e9judice&nbsp;de la&nbsp;facult\u00e9&nbsp;des \u00c9tats&nbsp;membres&nbsp;de&nbsp;l&rsquo;\u00e9tendre&nbsp;\u00e9galement&nbsp;aux&nbsp;entreprises&nbsp;de taille&nbsp;inf\u00e9rieure&nbsp;;&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en&nbsp;ce&nbsp;qui&nbsp;concerne&nbsp;les&nbsp;crit\u00e8res&nbsp;d&rsquo;\u00e9volution&nbsp;salariale, les \u00c9tats&nbsp;peuvent&nbsp;exempter&nbsp;les&nbsp;employeurs&nbsp;de&nbsp;moins&nbsp;de 50&nbsp;salari\u00e9s&nbsp;de&nbsp;l&rsquo;obligation&nbsp;sp\u00e9cifique&nbsp;relative \u00e0&nbsp;l&rsquo;\u00e9volution, sans&nbsp;pr\u00e9judice&nbsp;de&nbsp;l&rsquo;obligation&nbsp;de&nbsp;d\u00e9terminer&nbsp;initialement&nbsp;la&nbsp;r\u00e9mun\u00e9ration&nbsp;selon&nbsp;des&nbsp;crit\u00e8res&nbsp;objectifs&nbsp;;&nbsp;&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Les droits des&nbsp;candidats&nbsp;en&nbsp;phase de&nbsp;s\u00e9lection&nbsp;(informations&nbsp;sur la&nbsp;r\u00e9mun\u00e9ration&nbsp;et interdiction de demander&nbsp;l&rsquo;historique&nbsp;salarial),&nbsp;ainsi&nbsp;que&nbsp;les droits \u00e0&nbsp;l&rsquo;information&nbsp;des&nbsp;travailleurs,&nbsp;sont&nbsp;consid\u00e9r\u00e9s&nbsp;comme&nbsp;des droits&nbsp;g\u00e9n\u00e9raux&nbsp;et ne&nbsp;sont&nbsp;pas&nbsp;limit\u00e9s&nbsp;aux seuls&nbsp;employeurs&nbsp;soumis&nbsp;\u00e0 des obligations de&nbsp;d\u00e9claration.&nbsp;<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Jurisprudence et approfondissements<\/strong><strong><\/strong><\/h2>\n\n\n\n<a href=\"https:\/\/www.delucapartners.it\/fr\/insights\/lancement-dalerte-les-pme-ont-besoin-dun-expert\/\" target=\"_blank\" rel=\"noopener noreferrer\">Lancement d\u2019alerte, les PME ont besoin d\u2019un expert (ItaliaOggi7, 19 f\u00e9vrier 2024 \u2013 Vittorio De Luca) &#8211; De Luca &amp; Partners (delucapartners.it)<\/a>\n<br><br>\n<a href=\"https:\/\/www.delucapartners.it\/fr\/insights\/le-whistleblowing-lancement-dalertes-entre-nouveautes-reglementaires-et-nouvelles-obligations-pour-les-employeurs-par-ou-commencer-aidp-05-septembre-2023-stefania-raviele-martina-de-angeli\/\" target=\"_blank\" rel=\"noopener noreferrer\">Le \u00ab Whistleblowing \u00bb (lancement d\u2019alertes ): entre nouveaut\u00e9s r\u00e9glementaires et nouvelles obligations pour les employeurs. Par o\u00f9 commencer ? (AIDP, 05 septembre 2023 \u2013 Stefania Raviele, Martina De Angeli) &#8211; De Luca &amp; Partners (delucapartners.it)<\/a>\n<br><br>\n<a href=\"https:\/\/www.delucapartners.it\/fr\/insights\/loi-de-conversion-du-decret-rilancio-nouveautes-pour-le-teletravail-au-temps-du-covid-19\/\" target=\"_blank\" rel=\"noopener noreferrer\">Loi de conversion du \u00ab D\u00e9cret Rilancio \u00bb : nouveaut\u00e9s pour le t\u00e9l\u00e9travail au temps du Covid-19 (Guida al Lavoro de Il Sole 24 Ore, 31 juillet 2020 \u2013 Vittorio De Luca, Antonella Iacobellis) &#8211; De Luca &amp; Partners (delucapartners.it)<\/a>\n<br><br>\n","protected":false},"featured_media":29049,"menu_order":0,"template":"","meta":{"_acf_changed":false,"footnotes":""},"categories":[175,198,159,209],"tags":[2201,2234],"class_list":["post-29048","pillar","type-pillar","status-publish","has-post-thumbnail","hentry","category-insights","category-news","category-publications-2","category-publications","tag-direttiva-ue-fr","tag-trasparenza-salariale-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Directive europ\u00e9enne 2023\/970 et\u00a0transparence\u00a0salariale - De Luca &amp; Partners<\/title>\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.delucapartners.it\/fr\/wp-json\/wp\/v2\/pillar\/29048\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Directive europ\u00e9enne 2023\/970 et\u00a0transparence\u00a0salariale - De Luca &amp; Partners\" \/>\n<meta property=\"og:description\" content=\"Guide&nbsp;complet&nbsp;des&nbsp;obligations&nbsp;pour 2026&nbsp; Qu&rsquo;est-ce&nbsp;que&nbsp;la&nbsp;directive&nbsp;europ\u00e9enne sur la&nbsp;transparence&nbsp;salariale (2023\/970) ?&nbsp; La&nbsp;directive&nbsp;(UE) 2023\/970 sur la&nbsp;transparence&nbsp;salariale est une&nbsp;r\u00e9glementation&nbsp;europ\u00e9enne&nbsp;adopt\u00e9e&nbsp;en 2023&nbsp;dans&nbsp;le&nbsp;but&nbsp;de&nbsp;renforcer&nbsp;le principe&nbsp;de l&rsquo;\u00e9galit\u00e9 de&nbsp;r\u00e9mun\u00e9ration&nbsp;entre&nbsp;les&nbsp;hommes&nbsp;et&nbsp;les&nbsp;femmes&nbsp;gr\u00e2ce&nbsp;\u00e0 une&nbsp;s\u00e9rie&nbsp;d&rsquo;obligations&nbsp;contraignantes&nbsp;en&nbsp;mati\u00e8re&nbsp;de&nbsp;transparence&nbsp;salariale.&nbsp;Les&nbsp;\u00c9tats&nbsp;membres&nbsp;doivent&nbsp;la&nbsp;transposer&nbsp;avant&nbsp;le 7&nbsp;juin&nbsp;2026.&nbsp; Objectifs&nbsp;et&nbsp;d\u00e9finitions&nbsp;:&nbsp;le principe&nbsp;de&nbsp;\u00ab l&rsquo;\u00e9galit\u00e9&nbsp;de&nbsp;r\u00e9mun\u00e9ration&nbsp;\u00bb&nbsp;(art. 157 TFUE)&nbsp; Le principe&nbsp;de l&rsquo;\u00e9galit\u00e9 de&nbsp;r\u00e9mun\u00e9ration&nbsp;stipule&nbsp;que&nbsp;les&nbsp;femmes et&nbsp;les&nbsp;hommes&nbsp;doivent&nbsp;recevoir&nbsp;la&nbsp;m\u00eame&nbsp;r\u00e9mun\u00e9ration&nbsp;pour un&nbsp;m\u00eame&nbsp;travail&nbsp;ou&nbsp;pour un&nbsp;travail&nbsp;de&nbsp;valeur&nbsp;\u00e9gale. Ce&nbsp;droit&nbsp;est&nbsp;consacr\u00e9&nbsp;par l&rsquo;article&nbsp;157&nbsp;du&nbsp;trait\u00e9&nbsp;sur le&nbsp;fonctionnement&nbsp;de l&rsquo;Union europ\u00e9enne (TFUE) et&nbsp;r\u00e9affirm\u00e9&nbsp;dans&nbsp;la&nbsp;directive&nbsp;2006\/54\/CE,&nbsp;explicitement&nbsp;mentionn\u00e9s&nbsp;dans&nbsp;la&nbsp;directive&nbsp;UE 2023\/970.&nbsp; L&rsquo;objectif&nbsp;de la&nbsp;directive&nbsp;est&nbsp;pr\u00e9cis\u00e9ment&nbsp;de&nbsp;mettre&nbsp;en&nbsp;\u0153uvre&nbsp;ce principe en&nbsp;r\u00e9duisant&nbsp;l&rsquo;asym\u00e9trie&nbsp;d&rsquo;information qui&nbsp;emp\u00eache&nbsp;la mise en&nbsp;\u00e9vidence&nbsp;et la&nbsp;preuve&nbsp;des&nbsp;discriminations.&nbsp;&nbsp; \u00c0&nbsp;qui s&rsquo;applique-t-elle :&nbsp;employeurs&nbsp;publics, priv\u00e9s et&nbsp;candidats&nbsp; La directive&nbsp;s&rsquo;applique&nbsp;aux&nbsp;employeurs&nbsp;publics et&nbsp;priv\u00e9s. [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.delucapartners.it\/fr\/pillar\/directive-europeenne-2023-970-et-transparence-salariale\/\" \/>\n<meta property=\"og:site_name\" content=\"De Luca &amp; Partners\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-10T15:28:23+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2026\/02\/Screenshot-2026-02-09-100813-2.png\" \/>\n\t<meta property=\"og:image:width\" content=\"881\" \/>\n\t<meta property=\"og:image:height\" content=\"443\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Dur\u00e9e de lecture estim\u00e9e\" \/>\n\t<meta name=\"twitter:data1\" content=\"13 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.delucapartners.it\\\/fr\\\/pillar\\\/directive-europeenne-2023-970-et-transparence-salariale\\\/\",\"url\":\"https:\\\/\\\/www.delucapartners.it\\\/fr\\\/pillar\\\/directive-europeenne-2023-970-et-transparence-salariale\\\/\",\"name\":\"Directive europ\u00e9enne 2023\\\/970 et\u00a0transparence\u00a0salariale - De Luca &amp; 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Partners","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.delucapartners.it\/fr\/wp-json\/wp\/v2\/pillar\/29048\/","og_locale":"fr_FR","og_type":"article","og_title":"Directive europ\u00e9enne 2023\/970 et\u00a0transparence\u00a0salariale - De Luca &amp; Partners","og_description":"Guide&nbsp;complet&nbsp;des&nbsp;obligations&nbsp;pour 2026&nbsp; Qu&rsquo;est-ce&nbsp;que&nbsp;la&nbsp;directive&nbsp;europ\u00e9enne sur la&nbsp;transparence&nbsp;salariale (2023\/970) ?&nbsp; La&nbsp;directive&nbsp;(UE) 2023\/970 sur la&nbsp;transparence&nbsp;salariale est une&nbsp;r\u00e9glementation&nbsp;europ\u00e9enne&nbsp;adopt\u00e9e&nbsp;en 2023&nbsp;dans&nbsp;le&nbsp;but&nbsp;de&nbsp;renforcer&nbsp;le principe&nbsp;de l&rsquo;\u00e9galit\u00e9 de&nbsp;r\u00e9mun\u00e9ration&nbsp;entre&nbsp;les&nbsp;hommes&nbsp;et&nbsp;les&nbsp;femmes&nbsp;gr\u00e2ce&nbsp;\u00e0 une&nbsp;s\u00e9rie&nbsp;d&rsquo;obligations&nbsp;contraignantes&nbsp;en&nbsp;mati\u00e8re&nbsp;de&nbsp;transparence&nbsp;salariale.&nbsp;Les&nbsp;\u00c9tats&nbsp;membres&nbsp;doivent&nbsp;la&nbsp;transposer&nbsp;avant&nbsp;le 7&nbsp;juin&nbsp;2026.&nbsp; Objectifs&nbsp;et&nbsp;d\u00e9finitions&nbsp;:&nbsp;le principe&nbsp;de&nbsp;\u00ab l&rsquo;\u00e9galit\u00e9&nbsp;de&nbsp;r\u00e9mun\u00e9ration&nbsp;\u00bb&nbsp;(art. 157 TFUE)&nbsp; Le principe&nbsp;de l&rsquo;\u00e9galit\u00e9 de&nbsp;r\u00e9mun\u00e9ration&nbsp;stipule&nbsp;que&nbsp;les&nbsp;femmes et&nbsp;les&nbsp;hommes&nbsp;doivent&nbsp;recevoir&nbsp;la&nbsp;m\u00eame&nbsp;r\u00e9mun\u00e9ration&nbsp;pour un&nbsp;m\u00eame&nbsp;travail&nbsp;ou&nbsp;pour un&nbsp;travail&nbsp;de&nbsp;valeur&nbsp;\u00e9gale. Ce&nbsp;droit&nbsp;est&nbsp;consacr\u00e9&nbsp;par l&rsquo;article&nbsp;157&nbsp;du&nbsp;trait\u00e9&nbsp;sur le&nbsp;fonctionnement&nbsp;de l&rsquo;Union europ\u00e9enne (TFUE) et&nbsp;r\u00e9affirm\u00e9&nbsp;dans&nbsp;la&nbsp;directive&nbsp;2006\/54\/CE,&nbsp;explicitement&nbsp;mentionn\u00e9s&nbsp;dans&nbsp;la&nbsp;directive&nbsp;UE 2023\/970.&nbsp; L&rsquo;objectif&nbsp;de la&nbsp;directive&nbsp;est&nbsp;pr\u00e9cis\u00e9ment&nbsp;de&nbsp;mettre&nbsp;en&nbsp;\u0153uvre&nbsp;ce principe en&nbsp;r\u00e9duisant&nbsp;l&rsquo;asym\u00e9trie&nbsp;d&rsquo;information qui&nbsp;emp\u00eache&nbsp;la mise en&nbsp;\u00e9vidence&nbsp;et la&nbsp;preuve&nbsp;des&nbsp;discriminations.&nbsp;&nbsp; \u00c0&nbsp;qui s&rsquo;applique-t-elle :&nbsp;employeurs&nbsp;publics, priv\u00e9s et&nbsp;candidats&nbsp; La directive&nbsp;s&rsquo;applique&nbsp;aux&nbsp;employeurs&nbsp;publics et&nbsp;priv\u00e9s. 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