{"id":32153,"date":"2026-07-08T15:51:59","date_gmt":"2026-07-08T13:51:59","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/trasparenza-salariale-a-un-mese-dallentrata-in-vigore-sono-due-gli-orientamenti-sul-mercato\/"},"modified":"2026-07-08T16:04:15","modified_gmt":"2026-07-08T14:04:15","slug":"transparence-salariale-un-mois-apres-lentree-en-vigueur-deux-approches-se-dessinent-sur-le-marche","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/publications\/transparence-salariale-un-mois-apres-lentree-en-vigueur-deux-approches-se-dessinent-sur-le-marche\/","title":{"rendered":"Transparence salariale : un mois apr\u00e8s l’entr\u00e9e en vigueur, deux approches se dessinent sur le march\u00e9 (The Platform, 8 juillet 2026 \u2013 Vittorio De Luca, Claudia Cerbone e Martina De Angeli)"},"content":{"rendered":"\n

Depuis le 7 juin, les r\u00e8gles de l\u2019Union europ\u00e9enne visant \u00e0 renforcer le principe de l\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre les femmes et les hommes pour un m\u00eame travail ou un travail de valeur \u00e9gale sont applicables.<\/p>\n\n\n\n

Les nouvelles dispositions expliqu\u00e9es \u00e9tape par \u00e9tape, ainsi que le d\u00e9bat qu\u2019elles ont suscit\u00e9. Dans l\u2019attente des premi\u00e8res orientations jurisprudentielles, une chose semble d\u2019ores et d\u00e9j\u00e0 certaine : la transparence salariale<\/a> ne pourra pas \u00eatre abord\u00e9e comme une simple obligation documentaire. Elle exigera des entreprises une r\u00e9flexion plus large sur la coh\u00e9rence, la tra\u00e7abilit\u00e9 et l\u2019objectivit\u00e9 de leurs syst\u00e8mes de classification des emplois et de d\u00e9termination des r\u00e9mun\u00e9rations.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Transparence salariale : entr\u00e9e en vigueur du d\u00e9cret l\u00e9gislatif n\u00b0 96\/2026, qui introduit de nouvelles obligations pour les entreprises<\/strong><\/h2>\n\n\n\n

Par le d\u00e9cret l\u00e9gislatif n\u00b0 96 du 7 mai 2026, publi\u00e9 au Journal officiel n\u00b0 125 du 1er juin 2026 et entr\u00e9 en vigueur le 7 juin 2026, le l\u00e9gislateur italien a transpos\u00e9 la directive (UE) 2023\/970, en instaurant un cadre r\u00e9glementaire complet visant \u00e0 renforcer le principe de l\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre les femmes et les hommes pour un m\u00eame travail ou un travail de valeur \u00e9gale.<\/p>\n\n\n\n

Cette r\u00e9forme ne se limite pas \u00e0 introduire de nouvelles obligations formelles ; elle modifie plus largement l\u2019organisation des politiques de r\u00e9mun\u00e9ration des entreprises. D\u2019une part, elle impose aux employeurs des obligations accrues en mati\u00e8re de transparence ; d\u2019autre part, elle conf\u00e8re aux salari\u00e9s de nouveaux droits \u00e0 l\u2019information et des m\u00e9canismes de protection renforc\u00e9s, afin de lutter contre les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes et de promouvoir une v\u00e9ritable \u00e9quit\u00e9 salariale.<\/p>\n\n\n\n

Les principales obligations des employeurs<\/strong><\/h2>\n\n\n\n

1. Obligation de transparence dans les proc\u00e9dures de recrutement<\/strong><\/p>\n\n\n\n

La premi\u00e8re mesure concerne la phase d\u2019acc\u00e8s \u00e0 l\u2019emploi : les candidats devront \u00eatre inform\u00e9s du salaire d\u2019embauche ou de la fourchette de r\u00e9mun\u00e9ration correspondante avant leur recrutement, afin de permettre une n\u00e9gociation plus \u00e9clair\u00e9e et plus transparente.<\/p>\n\n\n\n

Dans cette m\u00eame logique, l\u2019employeur ne pourra plus demander au candidat des informations sur la r\u00e9mun\u00e9ration per\u00e7ue dans le cadre de ses pr\u00e9c\u00e9dents emplois. Cette interdiction vise \u00e0 \u00e9viter que le parcours professionnel ant\u00e9rieur n\u2019influence automatiquement la fixation du nouveau salaire. L\u2019objectif est clair : emp\u00eacher que des in\u00e9galit\u00e9s issues d\u2019exp\u00e9riences professionnelles pass\u00e9es ne soient reproduites et consolid\u00e9es tout au long de la carri\u00e8re.<\/p>\n\n\n\n

Adoption de crit\u00e8res de r\u00e9mun\u00e9ration objectifs et neutres<\/strong><\/p>\n\n\n\n

La transparence ne concerne toutefois pas uniquement la phase de recrutement. La nouvelle r\u00e9glementation exige \u00e9galement que les syst\u00e8mes de r\u00e9mun\u00e9ration des entreprises reposent sur des crit\u00e8res objectifs, transparents et neutres du point de vue du genre, afin que le processus de d\u00e9termination des r\u00e9mun\u00e9rations puisse \u00eatre v\u00e9rifi\u00e9. Dans cette perspective, les crit\u00e8res utilis\u00e9s pour fixer les r\u00e9mun\u00e9rations, les progressions salariales et les \u00e9volutions de carri\u00e8re devront \u00eatre accessibles aux salari\u00e9s, afin de permettre un contr\u00f4le effectif de la neutralit\u00e9 des d\u00e9cisions de l\u2019entreprise.<\/p>\n\n\n\n

Pour lire la version int\u00e9grale, consultez la publication sur The Platform<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Depuis le 7 juin, les r\u00e8gles de l\u2019Union europ\u00e9enne visant \u00e0 renforcer le principe de l\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre les femmes et les hommes pour un m\u00eame travail ou un travail de valeur \u00e9gale sont applicables. Les nouvelles dispositions expliqu\u00e9es \u00e9tape par \u00e9tape, ainsi que le d\u00e9bat qu\u2019elles ont suscit\u00e9. Dans l\u2019attente des premi\u00e8res orientations […]<\/p>\n","protected":false},"author":2,"featured_media":32154,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[175,198,159,209],"tags":[2044,2544],"class_list":["post-32153","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights","category-news","category-publications-2","category-publications","tag-decret-transparance","tag-gender-pay-gap-2"],"acf":[],"yoast_head":"\nTransparence salariale : un mois apr\u00e8s l'entr\u00e9e en vigueur, deux approches se dessinent sur le march\u00e9 - De Luca & Partners<\/title>\n<meta name=\"description\" content=\"Par le d\u00e9cret l\u00e9gislatif n\u00b0 96 du 7 mai 2026, publi\u00e9 au Journal officiel n\u00b0 125 du 1er juin 2026 et entr\u00e9 en vigueur le 7 juin 2026, le l\u00e9gislateur italien a transpos\u00e9 la directive (UE) 2023\/970.\" \/>\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\/posts\/32153\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Transparence salariale : un mois apr\u00e8s l'entr\u00e9e en vigueur, deux approches se dessinent sur le march\u00e9 - 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