Pay transparency: should you start preparing now?

We were delighted to welcome so many of you on October 14th for our latest breakfast seminar, hosted by Marine Guille and Solène Hervouët, on the transposition of Directive (EU) 2023/970 on pay transparency.

Key takeaways:

> Getting ahead of the curve

Tight timeline, reversed burden of proof, significant penalties: although many points still await implementing decrees, a wait-and-see approach could prove costly.

> A time-consuming undertaking

Making data reliable, mapping job roles and objectively assessing pay gaps between women and men: this work must begin well ahead of the first reporting deadline.

> Job categorisation, the cornerstone of the framework

A company-level agreement remains the safest way to legitimise the chosen categories. Involving managers in the working groups helps build ownership.

> Employees’ right to information

Companies are free to choose how they respond (HR, managers, a dedicated tool), but the process must be in place before the first requests come in.

> Pay ranges to be set with care

Once shared with candidates, a pay range is binding on the company. It must reflect the company’s pay policy, remain consistent with the internal salary grid and stay competitive on the market.