This is a giant step forward for transparency and equality in business. Until now, remuneration remained a taboo subject in France. It’s difficult to know how much your colleagues earned, unless you ask them directly, and rely on their good faith. Same thing for job offers: it was sometimes complicated to succeed in obtaining a salary range before having the contract in front of you.
A mandatory grid for hiring
From now on, and as soon as a job offer is published, the indication of a salary range will become mandatory for all positions, as will the mention of collective benefits (bonuses, seniority, thirteenth month, etc.). Recruiters will be strictly prohibited from relying on or asking questions about a candidate’s past salaries during the recruitment process. Employees will, at the same time, have a reinforced right to information: each employer must communicate, upon request and within two months, the salary scale, broken down by gender and for positions of the same value.
The directive aims to reduce persistent inequalities, in particular that between women and men, estimated at around 15% for an equivalent position and skills, according to the latest figures from INSEE. For human resources departments and managers, the directive promises to change quite a few things: it becomes imperative to review internal grids, clarify development criteria and build more transparent evaluation systems. Individual salary negotiation is losing its weight: decisions must be justified, traceable and collectively understandable. The (admittedly somewhat utopian) promise to reduce unfair salary profiles.
How much do your neighbors earn?
From the employee’s point of view, this transparency offers more autonomy and fairness in negotiation. They will be able to compare their remuneration more easily, strengthen their understanding of development criteria, and better manage their career within their company. Because article 6 of the directive also provides for greater transparency within the company: “Employers must make available to their workers, in an easily accessible manner, the criteria which are used to determine the remuneration, the remuneration levels and the progression of remuneration of workers. These criteria will be objective and non-sexist”.
France has until June 7, 2026 to transpose this European directive into local law. Parliamentary discussions should result in a final text by fall 2025, with gradual entry into force depending on the size of the companies. Will first be concerned, only structures with more than 100 employees.
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