The Pay Transparency Directive offers firms the chance to make clear their remuneration coverage | EUROtoday

Provide staff with remuneration ranges for positions of the identical worth, appropriate unjustified variations, imperatively publish a wage vary in job presents, now not ask candidates for his or her wage for his or her earlier positions… Here are some components of the European directive on remuneration transparency, adopted in 2023 and which have to be transposed into French regulation by June 7, 2026.

Around ten HR managers met on November 25 in Paris to debate this structuring topic, on the event of the forty-eighth version of Rencontres RH, the administration information assembly created by The World in partnership with the Association for Executive Employment (APEC).

In the introduction, Patrice Laroche, professor of administration sciences on the University of Lorraine, raised the challenges of the idea of transparency: “Disparities are better accepted by employees when they are justified. The question for the company is how to reconcile fairness perceived by employees, individual motivation and collective performance. »

Not yet ready

For the moment, French companies are not yet ready: “Three quarters of them have not started preparation (…). Only a third party knows what the directive contains”recollects Sophie Hamman, analysis undertaking supervisor at APEC, who questioned 2,000 executives and 600 French firms in 2025 on the topic. “We are nonetheless lacking some components on the transposition, we’re ready for the decrees, however we are able to begin the preparatory work, estimates Cécile Desrez, HR director of the CFAO group, an import-export firm significantly in transport. The topic might appear worrying, as a result of it’s not within the tradition of our firms to speak loads about remuneration, however I see a possibility. »

The chance of enhancing the attractiveness of the corporate is actually one of many 4 main challenges for HR, in accordance with the APEC research, along with the price of compliance, the issue of justifying sure present wage variations – six out of ten managers declare that they’d have problem justifying sure wage variations of their group – and the danger of decay of the social local weather.

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