{"id":235695,"date":"2026-05-20T17:25:30","date_gmt":"2026-05-20T15:25:30","guid":{"rendered":"https:\/\/arlettipartners.com\/?news=transposition-directive-transparence-salariale-republique-tcheque"},"modified":"2026-05-20T17:25:30","modified_gmt":"2026-05-20T15:25:30","slug":"transposition-directive-transparence-salariale-republique-tcheque","status":"publish","type":"news","link":"https:\/\/arlettipartners.com\/fr\/transposition-directive-transparence-salariale-republique-tcheque\/","title":{"rendered":"Directive 2023\/970\/UE : la transposition tch\u00e8que"},"content":{"rendered":"

Le 26 mars 2026, le minist\u00e8re tch\u00e8que du Travail et des Affaires sociales a publi\u00e9 un projet de loi sur la transparence salariale. Ce texte vise \u00e0 transposer la directive 2023\/970 de l’UE<\/a> dans le cadre juridique tch\u00e8que. Cet article pr\u00e9sente les principales dispositions du projet, ainsi que ses principales implications pour les employeurs et les travailleurs. \u00c0 cet \u00e9gard, il est essentiel de noter que le projet de loi est actuellement en cours de r\u00e9vision et devrait entrer en vigueur le 1er janvier 2027. Certaines dispositions, toutefois, ne seront applicables qu’\u00e0 une date post\u00e9rieure.<\/p>\n

Classification des salari\u00e9s en fonction de la valeur de leur travail<\/h2>\n

Tout d’abord, les employeurs auront l’obligation de classer leurs salari\u00e9s en cat\u00e9gories, selon le principe du \u00ab travail d’\u00e9gale valeur \u00bb. Plus pr\u00e9cis\u00e9ment, cette classification tiendra compte de la complexit\u00e9<\/strong>, de la responsabilit\u00e9<\/strong> et de l’effort requis<\/strong> pour l’exercice des fonctions. En cons\u00e9quence, chaque cat\u00e9gorie aura droit \u00e0 une r\u00e9mun\u00e9ration sp\u00e9cifique. De plus amples d\u00e9tails sur cette classification et ses crit\u00e8res figurent \u00e0 l’article 110 du Code du travail tch\u00e8que<\/a>.<\/p>\n

Outre les crit\u00e8res susmentionn\u00e9s, le projet de loi ne semble pas exclure d’autres facteurs d’\u00e9valuation. Par exemple, les employeurs pourraient \u00e9galement tenir compte des performances r\u00e9elles du salari\u00e9 ou des conditions de travail. Toutefois, cette m\u00eame classification doit \u00eatre appliqu\u00e9e \u00e0 toute l’entreprise<\/strong>. De plus, les salari\u00e9s auront le droit de se comparer \u00e0 leurs pr\u00e9d\u00e9cesseurs occupant le m\u00eame poste.<\/p>\n

Afin d’aider les employeurs \u00e0 proc\u00e9der \u00e0 cette classification, le minist\u00e8re du Travail et des Affaires sociales<\/a> a promis d’\u00e9laborer un outil et une m\u00e9thodologie sp\u00e9cifiques. Toutefois, les employeurs ne seront pas oblig\u00e9s de les suivre. Ils pourront \u00e9galement mettre au point leur propre m\u00e9thodologie ou se conformer aux dispositions de la convention collective applicable. Dans tous les cas, les r\u00e8glements internes relatifs \u00e0 la r\u00e9mun\u00e9ration et aux avantages sociaux doivent reposer sur des crit\u00e8res objectifs et non discriminatoires.<\/p>\n

Une nouvelle approche du processus de recrutement<\/h2>\n

En outre, les employeurs sont tenus d’informer les candidats de la r\u00e9mun\u00e9ration minimale pr\u00e9vue pour un poste, ainsi que des autres avantages financiers, avant l’entretien<\/strong>. Par exemple, bien qu’il ne soit pas n\u00e9cessaire de mentionner la r\u00e9mun\u00e9ration dans l’offre d’emploi, celle-ci doit figurer dans la convocation \u00e0 l’entretien.<\/p>\n

\u00c0 cet \u00e9gard, le projet de transposition tch\u00e8que diff\u00e8re de la directive 2023\/970. Cette derni\u00e8re exige en effet d\u2019indiquer clairement la fourchette de r\u00e9mun\u00e9ration, tandis que le projet tch\u00e8que ne fait r\u00e9f\u00e9rence qu\u2019\u00e0 la r\u00e9mun\u00e9ration minimale. De plus, contrairement \u00e0 la directive, le projet n\u2019oblige pas les employeurs \u00e0 fournir \u00e0 l\u2019avance les dispositions pertinentes de la convention collective.<\/p>\n

En ce qui concerne les entretiens d\u2019embauche, le projet de loi interdit aux employeurs de demander aux candidats des informations sur leur r\u00e9mun\u00e9ration dans le cadre de leur emploi pr\u00e9c\u00e9dent, ce qui restreint consid\u00e9rablement les n\u00e9gociations salariales.<\/p>\n

Obligations d’information<\/h2>\n

Selon le projet, les employeurs seront tenus d’informer les salari\u00e9s, \u00e0 leur demande et dans un d\u00e9lai maximal de deux mois<\/strong>, des \u00e9l\u00e9ments suivants :<\/p>\n

    \n
  • Le montant du salaire et des autres paiements en esp\u00e8ces per\u00e7us au cours de l’ann\u00e9e civile \u00e9coul\u00e9e.<\/li>\n
  • Le montant moyen de la r\u00e9mun\u00e9ration pour l’ann\u00e9e civile \u00e9coul\u00e9e, ventil\u00e9 par sexe et par cat\u00e9gorie salariale.<\/li>\n
  • Le calcul correspondant des donn\u00e9es relatives \u00e0 la r\u00e9mun\u00e9ration, tel que fourni par le minist\u00e8re du Travail et des Affaires sociales.<\/li>\n<\/ul>\n

    Enfin, les employeurs devront soumettre p\u00e9riodiquement au minist\u00e8re susmentionn\u00e9 un rapport sur les \u00e9carts de r\u00e9mun\u00e9ration au sein de l’entreprise ainsi qu’une analyse d\u00e9taill\u00e9e des mesures \u00e0 prendre pour y rem\u00e9dier.<\/p>\n

    Les obligations pr\u00e9vues au pr\u00e9sent paragraphe n’entreront toutefois en vigueur qu’\u00e0 partir de 2028.<\/p>\n

    Conclusions<\/h2>\n

    Il semble que la transposition tch\u00e8que de la directive 2023\/970\/UE constitue un effort visant \u00e0 r\u00e9duire les in\u00e9galit\u00e9s salariales entre les hommes et les femmes. Compte tenu de l’entr\u00e9e en vigueur de cette r\u00e9glementation, il semble recommand\u00e9 aux employeurs de commencer \u00e0 recueillir toutes les informations requises pour \u00e9valuer le travail des salari\u00e9s en fonction de sa valeur. De plus, il sera essentiel de prendre toutes les mesures n\u00e9cessaires pour lutter contre les in\u00e9galit\u00e9s et de suivre l’\u00e9volution future du libell\u00e9 de la loi. En effet, le non-respect des exigences susmentionn\u00e9es peut entra\u00eener des amendes pouvant aller jusqu’\u00e0 1 million de CZK<\/strong> (environ 41 129,00 \u20ac) pour les employeurs.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Le minist\u00e8re du Travail et des Affaires sociales de la R\u00e9publique tch\u00e8que a r\u00e9cemment publi\u00e9 un projet de loi visant \u00e0 transposer la directive sur la transparence salariale dans le droit national, avec des implications importantes pour les employeurs et les salari\u00e9s.<\/p>\n","protected":false},"author":87,"featured_media":234120,"template":"","meta":{"_acf_changed":false,"_angie_page":false,"footnotes":""},"categories":[1460],"tags":[],"country":[1534,1552],"container":[7753],"service":[6708],"tag-di-competenza":[5609],"class_list":["post-235695","news","type-news","status-publish","has-post-thumbnail","hentry","category-labour-law","country-union-europeenne","country-republique-tcheque","container-posting-of-workers","service-labour-law-compliance-and-eu-directives-eng","tag-di-competenza-team-posting-fr"],"acf":[],"yoast_head":"\nDirective 2023\/970\/UE : la transposition tch\u00e8que<\/title>\n<meta name=\"description\" content=\"D\u00e9couvrez 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