{"id":31826,"date":"2026-06-25T12:36:17","date_gmt":"2026-06-25T10:36:17","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/parita-salariale-e-trasparenza-retributiva-cosa-cambiera-in-italia\/"},"modified":"2026-06-25T12:45:48","modified_gmt":"2026-06-25T10:45:48","slug":"egalite-salariale-et-transparence-des-remunerations-ce-qui-va-changer-en-italie","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/news\/egalite-salariale-et-transparence-des-remunerations-ce-qui-va-changer-en-italie\/","title":{"rendered":"\u00c9galit\u00e9 salariale et transparence des r\u00e9mun\u00e9rations : ce qui va changer en Italie (People are People, 25 juin 2026 \u2013 Claudia Cerbone e Martina De Angeli)"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Avec le d\u00e9cret l\u00e9gislatif n\u00b0 96 du 7 mai 2026, entr\u00e9 en vigueur le 7 juin 2026, l\u2019Italie a transpos\u00e9 la Directive (UE) 2023\/970 relative \u00e0 la<a href=\"https:\/\/www.delucapartners.it\/fr\/insights\/egalite-salariale-feu-vert-au-decret-sur-legalite-et-la-transparence\/\"> transparence des r\u00e9mun\u00e9rations,<\/a> se pla\u00e7ant ainsi parmi les premiers \u00c9tats membres \u00e0 avoir achev\u00e9 le processus de mise en \u0153uvre des nouvelles r\u00e8gles europ\u00e9ennes en mati\u00e8re d\u2019\u00e9galit\u00e9 salariale entre les femmes et les hommes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cette r\u00e9forme constitue l\u2019une des \u00e9volutions les plus significatives de ces derni\u00e8res ann\u00e9es en droit du travail, non pas parce qu\u2019elle introduit le principe de l\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration \u2014 d\u00e9j\u00e0 consacr\u00e9 depuis longtemps par le droit europ\u00e9en et national \u2014 mais parce qu\u2019elle vise \u00e0 le rendre effectivement v\u00e9rifiable et concr\u00e8tement applicable gr\u00e2ce \u00e0 l\u2019introduction de m\u00e9canismes de transparence des r\u00e9mun\u00e9rations.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2024\/07\/Whistleblowing-1024x683.jpg\" alt=\"\" class=\"wp-image-29597\" srcset=\"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2024\/07\/Whistleblowing-1024x683.jpg 1024w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2024\/07\/Whistleblowing-300x200.jpg 300w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2024\/07\/Whistleblowing-768x512.jpg 768w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2024\/07\/Whistleblowing-1536x1024.jpg 1536w, https:\/\/www.delucapartners.it\/wp-content\/uploads\/2024\/07\/Whistleblowing.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Pendant de nombreuses ann\u00e9es, l\u2019interdiction des discriminations salariales s\u2019est heurt\u00e9e \u00e0 une limite structurelle : le manque d\u2019informations. Sans conna\u00eetre les crit\u00e8res utilis\u00e9s pour d\u00e9terminer les salaires ou les niveaux de r\u00e9mun\u00e9ration appliqu\u00e9s au sein de l\u2019entreprise, il est souvent difficile d\u2019identifier d\u2019\u00e9ventuelles disparit\u00e9s et plus difficile encore d\u2019en apporter la preuve.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La Directive europ\u00e9enne a pr\u00e9cis\u00e9ment pour objectif de rem\u00e9dier \u00e0 cette asym\u00e9trie d\u2019information en instaurant un ensemble structur\u00e9 d\u2019obligations de transparence destin\u00e9es \u00e0 s\u2019appliquer \u00e0 l\u2019ensemble du cycle de la relation de travail, depuis le recrutement jusqu\u2019\u00e0 la gestion des carri\u00e8res et des politiques de r\u00e9mun\u00e9ration.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour lire la version int\u00e9grale de l\u2019article publi\u00e9 sur <a href=\"https:\/\/www.peoplearepeople.it\/\">People are People<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Avec le d\u00e9cret l\u00e9gislatif n\u00b0 96 du 7 mai 2026, entr\u00e9 en vigueur le 7 juin 2026, l\u2019Italie a transpos\u00e9 la Directive (UE) 2023\/970 relative \u00e0 la transparence des r\u00e9mun\u00e9rations, se pla\u00e7ant ainsi parmi les premiers \u00c9tats membres \u00e0 avoir achev\u00e9 le processus de mise en \u0153uvre des nouvelles r\u00e8gles europ\u00e9ennes en mati\u00e8re d\u2019\u00e9galit\u00e9 salariale [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":29599,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[175,198,159,209],"tags":[2563,2234],"class_list":["post-31826","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights","category-news","category-publications-2","category-publications","tag-parita-retributiva","tag-trasparenza-salariale-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>\u00c9galit\u00e9 salariale et transparence des r\u00e9mun\u00e9rations : ce qui va changer en Italie - De Luca &amp; 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