{"id":443053,"date":"2026-05-21T15:09:41","date_gmt":"2026-05-21T13:09:41","guid":{"rendered":"https:\/\/www.kafinea.com\/?p=443053"},"modified":"2026-05-21T15:09:44","modified_gmt":"2026-05-21T13:09:44","slug":"transparence-salariale-2026-quelles-obligations-pour-les-entreprises","status":"publish","type":"post","link":"https:\/\/www.kafinea.com\/fr\/actualites\/transparence-salariale-2026-quelles-obligations-pour-les-entreprises\/","title":{"rendered":"Transparence salariale 2026 : quelles obligations pour les entreprises ?"},"content":{"rendered":"\n<h1 class=\"wp-block-heading\">Transparence salariale : ce qui va changer pour les entreprises en 2026<\/h1>\n\n\n\n<p class=\"wp-block-paragraph\">La directive europ\u00e9enne sur la transparence salariale devra \u00eatre transpos\u00e9e dans le droit fran\u00e7ais avant le 7 juin 2026. Son objectif : renforcer l\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre les femmes et les hommes et am\u00e9liorer la transparence des politiques salariales au sein des entreprises.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Mais au-del\u00e0 de l\u2019aspect r\u00e9glementaire, cette r\u00e9forme va surtout pousser de nombreuses entreprises \u00e0 revoir leur organisation RH, leurs processus internes et la mani\u00e8re dont elles structurent leurs donn\u00e9es de r\u00e9mun\u00e9ration.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Transparence salariale : une r\u00e9forme qui d\u00e9passe le simple sujet des salaires<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La directive europ\u00e9enne 2023\/970 introduit de nouvelles obligations en mati\u00e8re de transparence des r\u00e9mun\u00e9rations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Jusqu\u2019\u00e0 pr\u00e9sent, beaucoup d\u2019entreprises g\u00e9raient les politiques salariales de mani\u00e8re relativement opaque, avec des crit\u00e8res parfois peu formalis\u00e9s ou dispers\u00e9s entre diff\u00e9rents outils.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La r\u00e9forme vise \u00e0 rendre les pratiques de r\u00e9mun\u00e9ration plus lisibles, plus tra\u00e7ables et plus facilement justifiables.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Selon le site officiel du Service Public, les employeurs devront notamment rendre accessibles les crit\u00e8res utilis\u00e9s pour d\u00e9terminer :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la r\u00e9mun\u00e9ration ;<\/li>\n\n\n\n<li>les niveaux de r\u00e9mun\u00e9ration ;<\/li>\n\n\n\n<li>et la progression salariale.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">La directive pr\u00e9voit \u00e9galement un renforcement des droits des salari\u00e9s et des candidats \u00e0 l\u2019embauche.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Ce qui va changer d\u00e8s le recrutement<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">L\u2019un des changements les plus visibles concernera les offres d\u2019emploi.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les entreprises devront d\u00e9sormais :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>indiquer la r\u00e9mun\u00e9ration propos\u00e9e ou une fourchette salariale avant le premier entretien ;<\/li>\n\n\n\n<li>communiquer certaines informations sur les conventions applicables ;<\/li>\n\n\n\n<li>et ne plus demander aux candidats leur historique de r\u00e9mun\u00e9ration.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Ces mesures visent \u00e0 limiter les \u00e9carts de r\u00e9mun\u00e9ration persistants et \u00e0 renforcer l\u2019\u00e9quit\u00e9 d\u00e8s le processus de recrutement.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Quelles entreprises seront concern\u00e9es ?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La directive pr\u00e9voit des obligations diff\u00e9rentes selon la taille de l\u2019entreprise.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Entreprises de plus de 250 salari\u00e9s<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Les entreprises de plus de 250 salari\u00e9s devront transmettre chaque ann\u00e9e des informations sur les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Elles devront \u00e9galement corriger certains \u00e9carts sup\u00e9rieurs \u00e0 5 % lorsqu\u2019ils ne peuvent pas \u00eatre justifi\u00e9s par des crit\u00e8res objectifs.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Entreprises entre 100 et 249 salari\u00e9s<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Les entreprises entre 100 et 249 salari\u00e9s devront produire un rapport tous les trois ans selon un calendrier progressif :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>d\u00e8s 2027 pour les entreprises de 150 \u00e0 249 salari\u00e9s ;<\/li>\n\n\n\n<li>d\u00e8s 2031 pour les entreprises de 100 \u00e0 149 salari\u00e9s.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Entreprises de moins de 100 salari\u00e9s<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Les entreprises de moins de 100 salari\u00e9s ne seront pas soumises aux m\u00eames obligations de reporting.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cependant, elles restent concern\u00e9es par plusieurs r\u00e8gles li\u00e9es :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00e0 la transparence des r\u00e9mun\u00e9rations ;<\/li>\n\n\n\n<li>aux crit\u00e8res d\u2019\u00e9volution salariale ;<\/li>\n\n\n\n<li>et aux pratiques de recrutement.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Un impact tr\u00e8s concret pour les PME<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Pour beaucoup d\u2019entreprises, le sujet ne sera pas seulement juridique.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La r\u00e9forme soul\u00e8ve aussi des enjeux tr\u00e8s op\u00e9rationnels :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>centralisation des donn\u00e9es RH ;<\/li>\n\n\n\n<li>formalisation des crit\u00e8res de r\u00e9mun\u00e9ration ;<\/li>\n\n\n\n<li>suivi des \u00e9volutions salariales ;<\/li>\n\n\n\n<li>organisation documentaire ;<\/li>\n\n\n\n<li>tra\u00e7abilit\u00e9 des informations ;<\/li>\n\n\n\n<li>et pr\u00e9paration des reportings.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">De nombreuses PME devront progressivement revoir :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>leurs grilles salariales ;<\/li>\n\n\n\n<li>leurs processus internes ;<\/li>\n\n\n\n<li>et leurs outils de gestion RH.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Dans certains cas, les informations existent d\u00e9j\u00e0\u2026 mais sont dispers\u00e9es entre plusieurs fichiers, emails, dossiers ou logiciels diff\u00e9rents.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Pourquoi les outils RH vont devenir strat\u00e9giques<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Dans ce contexte, les outils RH et ERP vont jouer un r\u00f4le de plus en plus important.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">L\u2019objectif n\u2019est pas uniquement de produire des reportings, mais aussi de :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>centraliser les donn\u00e9es collaborateurs ;<\/li>\n\n\n\n<li>retrouver rapidement les bons documents ;<\/li>\n\n\n\n<li>suivre les contrats, absences, feuilles de temps et bulletins de paie ;<\/li>\n\n\n\n<li>et disposer d\u2019une meilleure visibilit\u00e9 sur les informations RH.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Une organisation plus structur\u00e9e facilite non seulement le suivi r\u00e9glementaire, mais aussi :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la communication interne ;<\/li>\n\n\n\n<li>la coh\u00e9rence des pratiques salariales ;<\/li>\n\n\n\n<li>et la fluidit\u00e9 des processus RH au quotidien.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Le + Kafinea<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Face \u00e0 l\u2019\u00e9volution des obligations RH et \u00e0 la n\u00e9cessit\u00e9 de mieux structurer les informations li\u00e9es aux salari\u00e9s, disposer d\u2019un environnement centralis\u00e9 devient un v\u00e9ritable avantage pour les PME.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Kafinea permet notamment de :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>g\u00e9rer <a href=\"https:\/\/www.kafinea.com\/fonctionnalites\/employes\/\" target=\"_blank\" rel=\"noreferrer noopener\">les employ\u00e9s<\/a> et les contrats de travail ;<\/li>\n\n\n\n<li>suivre les absences et <a href=\"https:\/\/www.kafinea.com\/fonctionnalites\/feuilles-de-temps\/\" target=\"_blank\" rel=\"noreferrer noopener\">les feuilles de temps<\/a> ;<\/li>\n\n\n\n<li>centraliser les bulletins de paie et documents RH ;<\/li>\n\n\n\n<li>exploiter des tableaux de bord et rapports personnalisables ;<\/li>\n\n\n\n<li>et proposer un <a href=\"https:\/\/www.kafinea.com\/fonctionnalites\/extranet\/\" target=\"_blank\" rel=\"noreferrer noopener\">extranet<\/a> collaborateur pour partager certaines informations de mani\u00e8re structur\u00e9e.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">L\u2019objectif n\u2019est pas seulement de simplifier l\u2019administratif, mais aussi de permettre aux entreprises de retrouver plus facilement les bonnes informations, fluidifier les processus RH et disposer d\u2019une meilleure visibilit\u00e9 sur leurs donn\u00e9es.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dans un contexte o\u00f9 les crit\u00e8res de r\u00e9mun\u00e9ration, les historiques et les reportings prennent de plus en plus d\u2019importance, une organisation RH centralis\u00e9e permet \u00e9galement de limiter la dispersion des informations entre plusieurs fichiers, emails ou outils diff\u00e9rents.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Kafinea aide ainsi les PME \u00e0 structurer progressivement leurs processus RH sans alourdir leur fonctionnement quotidien.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Transparence salariale : une \u00e9volution r\u00e9glementaire\u2026 mais aussi organisationnelle<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La transparence salariale ne se limite pas \u00e0 une nouvelle contrainte administrative.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour beaucoup d\u2019entreprises, cette r\u00e9forme marque surtout une \u00e9volution plus large des pratiques RH :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>davantage de tra\u00e7abilit\u00e9 ;<\/li>\n\n\n\n<li>des crit\u00e8res plus formalis\u00e9s ;<\/li>\n\n\n\n<li>une meilleure circulation de l\u2019information ;<\/li>\n\n\n\n<li>et une organisation plus structur\u00e9e des donn\u00e9es collaborateurs.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Les entreprises qui anticipent d\u00e8s maintenant ces changements auront g\u00e9n\u00e9ralement plus de facilit\u00e9 \u00e0 adapter leurs processus dans les prochaines ann\u00e9es.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Sources<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/entreprendre.service-public.gouv.fr\/actualites\/A18526\" target=\"_blank\" rel=\"noreferrer noopener\">Service Public \u2013 Transparence des salaires : ce qui va changer<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/FR\/TXT\/HTML\/?uri=CELEX:32023L0970\" target=\"_blank\" rel=\"noreferrer noopener\">Directive europ\u00e9enne 2023\/970<\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>L\u2019objectif n\u2019est pas seulement de simplifier l\u2019administratif, mais aussi de permettre aux entreprises de retrouver plus facilement les bonnes informations, fluidifier les processus RH et disposer d\u2019une meilleure visibilit\u00e9 sur leurs donn\u00e9es.<\/p>\n","protected":false},"author":18,"featured_media":443054,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":"","footnotes":""},"categories":[539,306],"tags":[273,658],"class_list":["post-443053","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites","category-gestion-dentreprise","tag-logiciel-erp","tag-rh"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Transparence salariale 2026 : quelles obligations pour les entreprises ? &#8226; Kafinea<\/title>\n<meta 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