{"id":235949,"date":"2026-05-26T17:33:29","date_gmt":"2026-05-26T15:33:29","guid":{"rendered":"https:\/\/arlettipartners.com\/?post_type=news&p=235949"},"modified":"2026-05-26T17:37:41","modified_gmt":"2026-05-26T15:37:41","slug":"estonie-transposition-partielle-de-la-directive-europeenne-sur-la-transparence-salariale","status":"publish","type":"news","link":"https:\/\/arlettipartners.com\/fr\/estonie-transposition-partielle-de-la-directive-europeenne-sur-la-transparence-salariale\/","title":{"rendered":"Estonie: transposition partielle de la directive europ\u00e9enne sur la transparence salariale"},"content":{"rendered":"

La directive europ\u00e9enne sur la transparence des r\u00e9mun\u00e9rations<\/a> devra \u00eatre transpos\u00e9e par les \u00c9tats membres d\u2019ici le 7 juin 2026<\/strong> et introduit de nouvelles obligations pour les entreprises europ\u00e9ennes afin de garantir une plus grande transparence salariale et l\u2019\u00e9galit\u00e9 de traitement entre les femmes et les hommes.<\/p>\n

La d\u00e9cision du gouvernement estonien de ne reprendre qu\u2019une partie des dispositions pr\u00e9vues par la directive<\/strong> fait suite aux d\u00e9clarations du ministre des Affaires \u00e9conomiques, Erkki Keldo, qui avait \u00e9voqu\u00e9 ces derni\u00e8res semaines la possibilit\u00e9 de ne pas transposer la l\u00e9gislation europ\u00e9enne afin d\u2019\u00e9viter des contraintes administratives suppl\u00e9mentaires pour les entreprises.<\/p>\n

Contexte socio-\u00e9conomique<\/strong><\/h2>\n

La question est particuli\u00e8rement importante compte tenu du fait que l\u2019Estonie enregistre encore l\u2019un des \u00e9carts de r\u00e9mun\u00e9ration entre les sexes les plus \u00e9lev\u00e9s de l\u2019Union europ\u00e9enne<\/strong>.<\/p>\n

Selon les donn\u00e9es publi\u00e9es par Statistics Estonia<\/a>, l\u2019\u00e9cart salarial horaire entre les hommes et les femmes dans le pays s\u2019\u00e9l\u00e8ve \u00e0 13,2%. Dans certains secteurs \u00e9conomiques, toutefois, il d\u00e9passe 20%, confirmant que les diff\u00e9rences de r\u00e9mun\u00e9ration restent particuli\u00e8rement marqu\u00e9es dans certaines branches d\u2019activit\u00e9.<\/p>\n

Les donn\u00e9es d\u2019Eurostat dressent toutefois un tableau encore plus pr\u00e9occupant : selon l\u2019office statistique europ\u00e9en<\/a>, l\u2019\u00e9cart de r\u00e9mun\u00e9ration entre les sexes en Estonie atteint 18,8%, soit le niveau le plus \u00e9lev\u00e9 de toute l\u2019Union europ\u00e9enne.<\/p>\n

Pour cette raison, une partie du gouvernement ainsi que plusieurs organisations syndicales plaident en faveur d\u2019une transposition plus large de la r\u00e9glementation europ\u00e9enne.<\/p>\n

Mise en \u0153uvre progressive de la directive<\/strong><\/h2>\n

Selon les annonces du minist\u00e8re estonien de l\u2019\u00c9conomie, certaines mesures consid\u00e9r\u00e9es comme \u00ab essentielles \u00bb de la directive europ\u00e9enne 2023\/970 sur l\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration seront n\u00e9anmoins introduites. Parmi celles-ci :<\/p>\n

    \n
  • l\u2019obligation d\u2019indiquer aux candidats la fourchette de salaire avant l\u2019entretien ;<\/li>\n
  • l\u2019interdiction pour l\u2019employeur de demander les salaires per\u00e7us dans les emplois pr\u00e9c\u00e9dents ;<\/li>\n
  • la possibilit\u00e9 pour les salari\u00e9s de partager librement des informations sur leur r\u00e9mun\u00e9ration avec leurs coll\u00e8gues ;<\/li>\n
  • le principe selon lequel les hommes et les femmes exer\u00e7ant un travail \u00e9gal ne peuvent \u00eatre r\u00e9mun\u00e9r\u00e9s diff\u00e9remment sans justification objective.<\/li>\n<\/ul>\n

    En revanche, de fortes r\u00e9ticences persistent concernant les mesures plus structurelles pr\u00e9vues par la directive, notamment les obligations de reporting salarial<\/strong> et la classification des postes<\/strong> en cat\u00e9gories sp\u00e9cifiques, outils requis par la l\u00e9gislation europ\u00e9enne pour identifier d\u2019\u00e9ventuels \u00e9carts de r\u00e9mun\u00e9ration sup\u00e9rieurs \u00e0 5% non justifi\u00e9s par des crit\u00e8res objectifs. Pour mettre en \u0153uvre ces exigences, le gouvernement estonien demande une prolongation de deux ans.<\/p>\n","protected":false},"excerpt":{"rendered":"

    L\u2019Estonie s\u2019oriente vers une transposition partielle de la directive europ\u00e9enne sur la transparence des r\u00e9mun\u00e9rations, en introduisant des mesures cl\u00e9s en mati\u00e8re de transparence salariale tout en reportant les obligations plus complexes de reporting et de classification des emplois.<\/p>\n","protected":false},"author":112,"featured_media":230477,"template":"","meta":{"_acf_changed":false,"_angie_page":false,"footnotes":""},"categories":[1460],"tags":[],"country":[1534,1558],"container":[7753],"service":[6708],"tag-di-competenza":[5609],"class_list":["post-235949","news","type-news","status-publish","has-post-thumbnail","hentry","category-labour-law","country-union-europeenne","country-estonie","container-posting-of-workers","service-labour-law-compliance-and-eu-directives-eng","tag-di-competenza-team-posting-fr"],"acf":[],"yoast_head":"\nEstonie: transposition partielle de la directive europ\u00e9enne sur la transparence salariale - Arletti 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