{"id":225522,"date":"2025-11-04T15:45:23","date_gmt":"2025-11-04T14:45:23","guid":{"rendered":"https:\/\/arlettipartners.com\/directive-ue-2023-970-renforcer-egalite-salariale-et-transparence-salariale\/"},"modified":"2025-12-31T11:49:42","modified_gmt":"2025-12-31T10:49:42","slug":"directive-ue-2023-970-renforcer-egalite-salariale-et-transparence-salariale","status":"publish","type":"post","link":"https:\/\/arlettipartners.com\/fr\/directive-ue-2023-970-renforcer-egalite-salariale-et-transparence-salariale\/","title":{"rendered":"Directive europ\u00e9enne 2023\/970 : principe d&#8217;\u00e9galit\u00e9 salariale et de transparence salariale"},"content":{"rendered":"\n<p><\/p>\n\n<p>\u00c0 partir de 2026, les employeurs publics et priv\u00e9s devront se conformer aux nouvelles obligations de l&#8217;UE en mati\u00e8re d&#8217;\u00e9galit\u00e9 salariale et de transparence salariale.<\/p>\n\n<h2 class=\"wp-block-heading\" id=\"h-background-to-eu-directive-2023-970\"><strong>Contexte de la directive UE 2023\/970<\/strong><\/h2>\n\n<p>La directive europ\u00e9enne 2023\/970 vise \u00e0 renforcer l&#8217;\u00e9galit\u00e9 de r\u00e9mun\u00e9ration pour un travail \u00e9gal entre les personnes de tous genres gr\u00e2ce \u00e0 des mesures contraignantes en mati\u00e8re de transparence salariale. Les principales dispositions de la directive sont les suivantes :<\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>Acc\u00e8s des travailleurs aux informations sur les salaires<\/strong>, y compris pendant le processus de recrutement ;<\/li>\n\n\n\n<li><strong>Obligation<\/strong> pour les entreprises comptant au moins 100 salari\u00e9s <strong>de rendre compte des \u00e9carts de r\u00e9mun\u00e9ration<\/strong> entre les genres ;<\/li>\n\n\n\n<li><strong>Obligation de justifier<\/strong> ou de supprimer les diff\u00e9rences de r\u00e9mun\u00e9ration qui ne sont pas justifi\u00e9es par des crit\u00e8res objectifs.<\/li>\n<\/ul>\n\n<p>La directive vise \u00e0 r\u00e9duire l&#8217;<strong>\u00e9cart de r\u00e9mun\u00e9ration entre les genres<\/strong> et \u00e0 \u00e9liminer la discrimination salariale. Elle vise \u00e9galement \u00e0 promouvoir un march\u00e9 du travail plus \u00e9quitable et plus inclusif dans tous les \u00c9tats membres.<\/p>\n\n<h2 class=\"wp-block-heading\" id=\"h-right-to-equal-pay\"><strong>Droit \u00e0 l&#8217;\u00e9galit\u00e9 salariale<\/strong><\/h2>\n\n<p>Le principe de l&#8217;\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre les travailleurs masculins et f\u00e9minins est inscrit \u00e0 l&#8217;<a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX:12008E157\" target=\"_blank\" rel=\"noopener\">article 157 du Trait\u00e9 sur le Fonctionnement de l&#8217;Union Europ\u00e9enne (TFUE)<\/a>, qui impose aux \u00c9tats membres de <strong>garantir une r\u00e9mun\u00e9ration \u00e9gale pour un travail \u00e9gal ou pour un travail de valeur \u00e9gale<\/strong>.<\/p>\n\n<p>La directive (UE) 2023\/970 renforce l&#8217;application de ce principe en exigeant aux employeurs d&#8217;adopter des crit\u00e8res objectifs et neutres du point de vue du genre lors de la d\u00e9termination de la r\u00e9mun\u00e9ration des travailleurs, dans le but de garantir une compensation \u00e9quitable et impartiale pour tous.<\/p>\n\n<h2 class=\"wp-block-heading\" id=\"h-pay-transparency-and-right-to-information\"><strong>Transparence salariale et droit \u00e0 l&#8217;information<\/strong><\/h2>\n\n<p>L&#8217;un des principaux piliers de la directive (UE) 2023\/970 est la <strong>transparence salariale<\/strong>, un outil essentiel pour identifier et \u00e9liminer la discrimination fond\u00e9e sur le genre.<\/p>\n\n<p>Les nouvelles dispositions accordent aux travailleurs le droit de demander et d&#8217;obtenir des informations sur les niveaux de r\u00e9mun\u00e9ration moyens au sein de l&#8217;entreprise. En outre, les candidats \u00e0 un emploi ont le droit de recevoir des informations sur le salaire initial ou sa fourchette avant m\u00eame d&#8217;\u00eatre embauch\u00e9s, ce qui permet d&#8217;\u00e9viter toute discrimination lors des n\u00e9gociations salariales.<\/p>\n\n<p>Ainsi, la transparence salariale n&#8217;est pas seulement une obligation de communication pour les employeurs, mais plut\u00f4t un outil concret pour pr\u00e9venir les \u00e9carts salariaux et promouvoir une culture d&#8217;entreprise plus \u00e9quitable.<\/p>\n\n<p>En vertu de l&#8217;<a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX:32023L0970#art_7\" target=\"_blank\" rel=\"noopener\">article 7 de la directive<\/a>, les travailleurs ont le droit de demander et de recevoir par \u00e9crit des informations :<\/p>\n\n<ul class=\"wp-block-list\">\n<li>sur leur niveau de r\u00e9mun\u00e9ration individuel ; et<\/li>\n\n\n\n<li>sur les niveaux de r\u00e9mun\u00e9ration moyens, r\u00e9partis par sexe, pour les cat\u00e9gories de travailleurs effectuant le m\u00eame travail qu&#8217;eux.<\/li>\n<\/ul>\n\n<p>Les demandes peuvent \u00eatre faites soit par les travailleurs eux-m\u00eames, soit par leurs repr\u00e9sentants.<\/p>\n\n<p>Les employeurs doivent fournir ces informations <strong>dans un d\u00e9lai de deux mois<\/strong> \u00e0 compter de la date de la demande. Les informations doivent \u00eatre pr\u00e9sent\u00e9es de mani\u00e8re accessible et compr\u00e9hensible, afin de permettre aux travailleurs d&#8217;\u00e9valuer toute diff\u00e9rence de traitement injustifi\u00e9e.<\/p>\n\n<p>Dans le respect du droit \u00e0 l&#8217;information, les \u00c9tats membres mettent \u00e9galement en place des mesures visant \u00e0 interdire toute clause contractuelle qui emp\u00eache aux travailleurs de divulguer des informations relatives \u00e0 leur r\u00e9mun\u00e9ration.<\/p>\n\n<h2 class=\"wp-block-heading\" id=\"h-employers-obligations\"><strong>Obligations des employeurs<\/strong><\/h2>\n\n<p>En vertu de la directive (UE) 2023\/970, les employeurs doivent se conformer \u00e0 une s\u00e9rie d&#8217;obligations visant \u00e0 garantir l&#8217;\u00e9galit\u00e9 salariale entre les personnes de tous genres.<\/p>\n\n<p>En vertu de l&#8217;<a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX:32023L0970#art_9\" target=\"_blank\" rel=\"noopener\">article 9 de la directive<\/a>, les \u00c9tats membres veillent \u00e0 ce que les employeurs fournissent, en ce qui concerne leur organisation, des informations sur :<\/p>\n\n<ol style=\"list-style-type:lower-alpha\" class=\"wp-block-list\">\n<li>l&#8217;\u00e9cart salarial entre les genres ;<\/li>\n\n\n\n<li>l&#8217;\u00e9cart salarial entre les genres dans ses composantes compl\u00e9mentaires ou variables ;<\/li>\n\n\n\n<li>l&#8217;\u00e9cart salarial m\u00e9dian entre les genres ;<\/li>\n\n\n\n<li>l&#8217;\u00e9cart salarial m\u00e9dian entre les genres dans ses composantes compl\u00e9mentaires ou variables ;<\/li>\n\n\n\n<li>la proportion de travailleurs f\u00e9minins et masculins b\u00e9n\u00e9ficiant de composantes compl\u00e9mentaires ou variables ;<\/li>\n\n\n\n<li>la proportion de femmes et d&#8217;hommes dans chaque quartile salarial ;<\/li>\n\n\n\n<li>l&#8217;\u00e9cart de r\u00e9mun\u00e9ration entre les genres par cat\u00e9gorie de travailleurs, class\u00e9 selon le salaire ou traitement de base ordinaire et les \u00e9l\u00e9ments compl\u00e9mentaires ou variables.<\/li>\n<\/ol>\n\n<p>Ces informations doivent \u00e9galement \u00eatre mises \u00e0 la disposition de l&#8217;inspection du travail et de l&#8217;organisme charg\u00e9 de l&#8217;\u00e9galit\u00e9, sur demande. Les employeurs doivent \u00e9galement fournir, sur demande, les informations relatives aux quatre ann\u00e9es pr\u00e9c\u00e9dentes, si elles sont disponibles.<\/p>\n\n<h2 class=\"wp-block-heading\" id=\"h-penalties-in-the-event-of-non-compliance\"><strong>Sanctions en cas de non-respect<\/strong><\/h2>\n\n<p>La directive (UE) 2023\/970 \u00e9tablit un ensemble d&#8217;outils visant \u00e0 renforcer la protection des travailleurs en cas de discrimination salariale fond\u00e9e sur le genre, en rendant les employeurs pleinement responsables du respect de la l\u00e9gislation. Cela favorise une culture de transparence et d&#8217;\u00e9galit\u00e9 sur le march\u00e9 du travail europ\u00e9en.<\/p>\n\n<p>Les principaux <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX:32023L0970#cpt_III\" target=\"_blank\" rel=\"noopener\">moyens de protection<\/a> comprennent :<\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>Sanctions administratives et p\u00e9cuniaires<\/strong>, telles que des amendes, l&#8217;exclusion des appels d&#8217;offre publics ou la perte d&#8217;incitations en cas d&#8217;infractions graves ou r\u00e9p\u00e9t\u00e9es ;<\/li>\n\n\n\n<li><strong>Obligation de justifier<\/strong> et d&#8217;adopter des mesures correctives lorsqu&#8217;un \u00e9cart de r\u00e9mun\u00e9ration entre les genres sup\u00e9rieur \u00e0 5 % n&#8217;est pas justifi\u00e9 par l&#8217;employeur sur la base de crit\u00e8res objectifs et neutres du point de vue du genre ;<\/li>\n\n\n\n<li><strong>D\u00e9fense des droits<\/strong> des travailleurs, gr\u00e2ce \u00e0 des proc\u00e9dures rapides et facilement accessibles ;<\/li>\n\n\n\n<li><strong>Droit \u00e0 une indemnisation int\u00e9grale<\/strong> pour les victimes de discrimination salariale ;<\/li>\n\n\n\n<li><strong>Renversement de la charge de la preuve<\/strong>, de sorte qu&#8217;il incombe \u00e0 l&#8217;employeur de d\u00e9montrer qu&#8217;il n&#8217;y a pas eu de discrimination salariale ;<\/li>\n\n\n\n<li><strong>R\u00f4le actif des organismes charg\u00e9s de l&#8217;\u00e9galit\u00e9<\/strong> dans l&#8217;assistance et le soutien aux travailleurs.<\/li>\n<\/ul>\n\n<p>\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"<p>La directive UE 2023\/970, en vigueur depuis le 10 mai 2023, oblige les \u00c9tats membres \u00e0 surveiller, pr\u00e9venir et sanctionner les discriminations salariales, renfor\u00e7ant ainsi le contr\u00f4le de l&#8217;\u00e9galit\u00e9 salariale sur le march\u00e9 du travail de l&#8217;UE.<\/p>\n","protected":false},"author":42,"featured_media":218636,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1460,1464,1716],"tags":[],"country":[1534],"container":[6614],"service":[6708],"tag-di-competenza":[5609],"class_list":["post-225522","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labour-law","category-remuneration","category-posting-of-workers-for-provisions-of-services","country-union-europeenne","container-global-mobility-services","service-labour-law-compliance-and-eu-directives-eng","tag-di-competenza-team-posting-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.3 (Yoast SEO v27.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Directive europ\u00e9enne 2023\/970 : principe d&#039;\u00e9galit\u00e9 salariale et de transparence 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