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Book a personalized demo with a beqom expert.",[],"Book your personalized demo",{"id":83,"type":84,"tags":1863,"lang":14,"slug":86,"first_publication_date":87,"last_publication_date":88,"uid":86,"url":89,"link_type":90,"key":1617,"isBroken":92},[],{"dimensions":1865,"alt":1620,"copyright":5,"url":1621,"id":1622,"edit":1866},{"width":1033,"height":1033},{"x":31,"y":31,"zoom":32,"background":33},"card_to_action$1a6fa58a-c402-45f5-972a-c1e5c5661ec1","Modeling with Intention: AI in Compensation | beqom","Discover how Intentional AI drives precision in compensation. 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This legislation would update the gender equality index to align with the Directive’s required indicators, as well as introducing new legislation affecting recruitment practices and employees’ right to information.",[1976],{"start":1977,"end":1978,"type":42},52,116,"text_section$00a6b2c1-d211-4759-b1ec-d1d1fc5290e2","text_section",{"variation":662,"version":620,"items":1982,"primary":1983,"id":2089,"slice_type":1980,"slice_label":5},[],{"background_color":1984,"text":1985},"White",[1986,1989,1997,2000,2009,2019,2030,2038,2047,2057,2063,2066,2069,2072,2075,2080,2083,2086],{"type":696,"text":1987,"spans":1988,"direction":51},"Requirements",[],{"type":36,"text":1990,"spans":1991,"direction":51},"The report must include four or five specific indicators, depending on company size. Each indicator has its own numerical value. When added together, the indicators yield a total gender equality index between 1 and 100. All employees should be included in all indicators, with one exception. Employees who have been on maternity leave for more than six months and returned during the reference period should only be included in the fourth indicator.",[1992,1994],{"start":1495,"end":1993,"type":42},56,{"start":1995,"end":1996,"type":42},209,218,{"type":36,"text":1998,"spans":1999,"direction":51},"The indicators are:",[],{"type":2001,"text":2002,"spans":2003,"direction":51},"o-list-item","The gender pay gap within comparable jobs and age groups. This indicator has the highest value and can contribute up to 40 points to the index.",[2004,2006],{"start":2005,"end":1504,"type":42},4,{"start":2007,"end":2008,"type":42},114,129,{"type":2001,"text":2010,"spans":2011,"direction":51},"Difference in individual raises between men and women in comparable jobs. 35 points for companies with 50-250 employees, 20 points for those with 250+ employees.",[2012,2014,2016],{"start":1777,"end":2013,"type":42},31,{"start":2015,"end":44,"type":42},74,{"start":2017,"end":2018,"type":42},121,130,{"type":2001,"text":2020,"spans":2021,"direction":51},"Difference in the promotion rate between men and women in comparable jobs. This indicator is only required for companies with 250+ employees and can contribute up to 15 points.",[2022,2024,2027],{"start":1504,"end":2023,"type":42},32,{"start":2025,"end":2026,"type":42},93,106,{"start":2028,"end":2029,"type":42},160,175,{"type":2001,"text":2031,"spans":2032,"direction":51},"Employees receiving raises when returning from maternity leave. 15 points.",[2033,2036],{"start":2034,"end":2035,"type":42},47,62,{"start":2037,"end":1731,"type":42},64,{"type":2001,"text":2039,"spans":2040,"direction":51},"Gender distribution among the 10 highest paid employees. 10 points.",[2041,2044],{"start":2042,"end":2043,"type":42},30,45,{"start":2045,"end":2046,"type":42},57,66,{"type":36,"text":2048,"spans":2049,"direction":51},"With just a few clicks, beqom creates a complete Excel report for the French gender equality index. This report matches the official template on the government’s website (under “Comment calculer votre Index”).",[2050,2052],{"start":1558,"end":2051,"type":42},61,{"start":2053,"end":2054,"type":46,"data":2055},124,141,{"link_type":48,"url":2056,"target":1585},"https:\u002F\u002Ftravail-emploi.gouv.fr\u002Fdroit-du-travail\u002Fegalite-professionnelle-discrimination-et-harcelement\u002Findexegapro#:~:text=Comment%20calculer%20votre%20Index%C2%A0%3F",{"type":2058,"text":2059,"spans":2060,"direction":51},"heading6","PayEquity by beqom automatically performs all necessary calculations:",[2061],{"start":2062,"end":2023,"type":42},19,{"type":1506,"text":2064,"spans":2065,"direction":51},"Using the relevant indicators and weighting based on the organization’s size.",[],{"type":1506,"text":2067,"spans":2068,"direction":51},"Necessary groupings of employees (for indicators 1-3).",[],{"type":1506,"text":2070,"spans":2071,"direction":51},"Measuring which groups are valid and scaling the indicator if needed.",[],{"type":1506,"text":2073,"spans":2074,"direction":51},"Excluding employees who were on maternity leave for more than six months from other indicators.",[],{"type":36,"text":2076,"spans":2077,"direction":51},"To get started, users should be ready to provide data files with columns for the following:",[2078],{"start":40,"end":2079,"type":42},59,{"type":1506,"text":2081,"spans":2082,"direction":51},"Gender, age and salary.",[],{"type":1506,"text":2084,"spans":2085,"direction":51},"The employee’s job (optionally mapped job roles to four socioeconomic categories defined by the French government.)",[],{"type":1506,"text":2087,"spans":2088,"direction":51},"Designations for employees who received raises, promotions and\u002For returned from maternity leave.",[],"text_section$32ac31d3-7ba6-46de-8e0a-79e0c0d25a11",{"variation":662,"version":620,"items":2091,"primary":2092,"id":2157,"slice_type":1980,"slice_label":5},[],{"background_color":675,"text":2093},[2094,2097,2108,2116,2121,2125,2128,2131,2137,2145,2148,2151,2154],{"type":696,"text":2095,"spans":2096,"direction":51},"What happens next",[],{"type":36,"text":2098,"spans":2099,"direction":51},"Organizations must submit their index to the Ministry of Labor through an online form. It should also be made publicly available, identifiable, and accessible on the organization’s website no more than two or three clicks away from the main page.",[2100,2102,2105],{"start":2062,"end":2101,"type":42},25,{"start":2043,"end":2035,"type":46,"data":2103},{"link_type":48,"url":2104,"target":1585},"https:\u002F\u002Fegapro.travail.gouv.fr\u002F",{"start":2106,"end":2107,"type":42},110,128,{"type":36,"text":2109,"spans":2110,"direction":51},"Each employer must also present the index internally to its Social and Economic Committee (CSE). This should take place their first meeting after the publication of each year’s index. This meeting should deliver an in-depth presentation on each indicator and also the data relating to any incalculable indicators. (See further details here (Question I).)",[2111],{"start":2112,"end":2113,"type":46,"data":2114},335,339,{"link_type":48,"url":2115,"target":1585},"https:\u002F\u002Ftravail-emploi.gouv.fr\u002Fdroit-du-travail\u002Fegalite-professionnelle-discrimination-et-harcelement\u002Findexegapro#:~:text=I%20%2D%20PUBLICATION%20ET%20TRANSMISSION%20DE%20L%E2%80%99INDEX",{"type":36,"text":2117,"spans":2118,"direction":51},"The goal is to have a total index (sum of all relevant indicators) of 85 or higher.",[2119],{"start":2120,"end":1193,"type":42},70,{"type":36,"text":2122,"spans":2123,"direction":51},"If the total index is below 85, the following actions are necessary:",[2124],{"start":1514,"end":2042,"type":42},{"type":1506,"text":2126,"spans":2127,"direction":51},"On its website, the organization has to publish its development goals for each indicator where the maximum score is not reached. This information must remain available there until the goals have been reached.",[],{"type":1506,"text":2129,"spans":2130,"direction":51},"Organizations must submit the same information to the Ministry of Labor and to their CSE via BDESE (the economic and social database).",[],{"type":36,"text":2132,"spans":2133,"direction":51},"In addition to all the above, organizations with a total index below 75 have further requirements:",[2134],{"start":2135,"end":2136,"type":42},63,71,{"type":1506,"text":2138,"spans":2139,"direction":51},"Define their goals and corrective measures for each indicator through a collective agreement or a unilateral decision, which should have been filed on Téléaccords.",[2140],{"start":2141,"end":2142,"type":46,"data":2143},151,162,{"link_type":48,"url":2144,"target":1585},"https:\u002F\u002Fwww.teleaccords.travail-emploi.gouv.fr\u002FPortailTeleprocedures\u002F",{"type":1506,"text":2146,"spans":2147,"direction":51},"Consult with their CSE for approval.",[],{"type":1506,"text":2149,"spans":2150,"direction":51},"Internally inform their employees of the goals and corrective measures.",[],{"type":1506,"text":2152,"spans":2153,"direction":51},"Publish the goals and corrective measures.",[],{"type":36,"text":2155,"spans":2156,"direction":51},"There are financial penalties for non-reporting, substandard reporting, or non-implementation of corrective measures. Penalties can be up to 1% of the company’s annual payroll. There is also a penalty for failure to improve the index score within three years.",[],"text_section$5448746d-c254-49bb-b402-09d0e375d9a7",{"variation":662,"version":620,"items":2159,"primary":2160,"id":2201,"slice_type":1980,"slice_label":5},[],{"background_color":1984,"text":2161},[2162,2165,2174,2179,2184,2188,2192],{"type":696,"text":2163,"spans":2164,"direction":51},"Changes to reporting and transparency requirements based on the EU Pay Transparency Directive",[],{"type":36,"text":2166,"spans":2167,"direction":51},"Transposition work began in May 2025, and a first draft of the transposition legislation was introduced on March 6th, 2026. This draft covers only the private sector, with measures for the public sector forthcoming. The draft legislation is up for review by employers’ and employees’ organizations in March 2026 and then will need to go to Parliament. Given this timeframe, France is unlikely to make the 2026 deadline for EU Directive transposition, and the implementation date for the new legislation is expected to be January 1st, 2027.",[2168,2171],{"start":2169,"end":2170,"type":42},44,123,{"start":2172,"end":2173,"type":42},521,538,{"type":36,"text":2175,"spans":2176,"direction":51},"Under the proposed legislation, France would keep its gender equality index system, increasing the number of gender equality indicators from five to seven, in line with the Directive’s reporting requirements.",[2177],{"start":2054,"end":2178,"type":42},154,{"type":36,"text":2180,"spans":2181,"direction":51},"The new legislation would also keep the current company size threshold of 50 employees rather than raising it to the Directive’s minimum requirements of 100. To ease the reporting burden on smaller organizations, those with under 250 employees would only need to report on the seventh indicator, the pay gap by gender and employee category, once every three years.",[2182],{"start":2013,"end":2183,"type":42},86,{"type":36,"text":2185,"spans":2186,"direction":51},"In addition, the draft legislation adjusts the definition of “work of equal value” so it aligns with the Directive. This includes setting out guidelines for determining work of equal value, which for many organizations will involve coming to an agreement with trade unions on what the categories are.",[2187],{"start":2035,"end":857,"type":42},{"type":36,"text":2189,"spans":2190,"direction":51},"In terms of recruitment and hiring practices, the draft legislation also goes beyond the Directive’s minimum requirement by requiring pay ranges to be provided in job postings, not just prior to the interview. Other transparency measures prohibit employers from asking about salary history and guarantee employees the right to talk about pay and request information about their pay, all in line with the Directive.",[2191],{"start":2053,"end":2029,"type":42},{"type":36,"text":2193,"spans":2194,"direction":51},"Lastly, the draft specifies follow-up actions for employers with gender pay gaps of over 5%. This would include joint assessments and action plans, in line with the requirements of the Directive. It also sets fines for noncompliance that are approximately in line with the current penalties (up to 1% of total payroll or 2% for repeated violations).",[2195,2198],{"start":2196,"end":2197,"type":42},65,91,{"start":2199,"end":2200,"type":42},112,146,"text_section$3cced9b6-0777-42c0-b9f6-1cb861e637a8",{"variation":662,"version":620,"items":2203,"primary":2204,"id":2234,"slice_type":1980,"slice_label":5},[],{"background_color":1984,"text":2205},[2206,2209,2221,2226,2231],{"type":696,"text":2207,"spans":2208,"direction":51},"Further support in beqom",[],{"type":36,"text":2210,"spans":2211,"direction":51},"For years, beqom's Pay Equity and Transparency tool has been streamlining the reporting process in France with our easy-to-generate, submission-ready reports. As the EU Directive is implemented, these reports will be revised for the new indicators and required information and formatting.",[2212,2216],{"start":1782,"end":2213,"type":46,"data":2214},51,{"link_type":48,"url":2215,"target":50},"https:\u002F\u002Fwww.beqom.com\u002Fproducts\u002Fpay-equity-by-payanalytics",{"start":2217,"end":2218,"type":46,"data":2219},159,193,{"link_type":48,"url":2220,"target":50},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Feu-pay-transparency-directive-transposition-by-country",{"type":1506,"text":2222,"spans":2223,"direction":51},"Pay equity analyses: Measure the adjusted pay gap and provides suggestions on how to close it, optimizing for timeframe and budget.",[2224],{"start":31,"end":2062,"type":46,"data":2225},{"link_type":48,"url":2215,"target":1585},{"type":1506,"text":2227,"spans":2228,"direction":51},"Compensation Assistant: After the pay gap is closed, the compensation assistant helps ensure that it does not come creeping back through promotion or new hire decisions.",[2229],{"start":31,"end":1514,"type":46,"data":2230},{"link_type":48,"url":2215,"target":1585},{"type":1506,"text":2232,"spans":2233,"direction":51},"Drill-down capabilities: Insight into specific groups of employees, like those in comparable jobs or those that have been on maternity leave, helps employers get a better understanding of their pay structure.",[],"text_section$c3dda12d-82aa-4850-9b3e-fbe9dcd21b67",{"variation":662,"version":620,"items":2236,"primary":2237,"id":2250,"slice_type":1980,"slice_label":5},[],{"background_color":2238,"text":2239},"Coral",[2240],{"type":36,"text":2241,"spans":2242,"direction":51},"For more information about how beqom can help your organization meet the reporting requirements in France, please contact us and\u002For request a demo. Also please note that while this local resource information has been compiled by our legal and pay equity experts, it does not constitute legal advice.",[2243,2246],{"start":2007,"end":2053,"type":46,"data":2244},{"link_type":48,"url":2245,"target":1585},"https:\u002F\u002Fwww.payanalytics.com\u002Fcontact-us",{"start":2247,"end":2200,"type":46,"data":2248},132,{"link_type":48,"url":2249,"target":1585},"https:\u002F\u002Fwww.payanalytics.com\u002Fbook-a-demo","text_section$9798ac4c-b1da-49f6-9e61-40d1a18c03d3",{"variation":662,"version":620,"items":2252,"primary":2253,"id":2281,"slice_type":1980,"slice_label":5},[],{"background_color":675,"text":2254},[2255,2259,2267,2274],{"type":696,"text":2256,"spans":2257,"direction":51},"Links of interest",[2258],{"start":31,"end":1763,"type":42},{"type":1506,"text":2260,"spans":2261,"direction":51},"Ministry of Labor, Full Employment, and Integration - Press release: Gender Equality Index",[2262,2266],{"start":31,"end":2263,"type":46,"data":2264},90,{"link_type":48,"url":2265,"target":1585},"https:\u002F\u002Ftravail-emploi.gouv.fr\u002Factualites\u002Fpresse\u002Fdossiers-de-presse\u002Farticle\u002Fdossier-de-presse-l-index-de-l-egalite-femmes-hommes",{"start":31,"end":2263,"type":42},{"type":1506,"text":2268,"spans":2269,"direction":51},"Ministry of Labor, Full Employment, and Integration - Gender Equality Index FAQ Page",[2270,2273],{"start":31,"end":850,"type":46,"data":2271},{"link_type":48,"url":2272,"target":1585},"https:\u002F\u002Ftravail-emploi.gouv.fr\u002Fdroit-du-travail\u002Fegalite-professionnelle-discrimination-et-harcelement\u002Findexegapro",{"start":31,"end":850,"type":42},{"type":1506,"text":2275,"spans":2276,"direction":51},"Government website where companies need to inform their gender equality index",[2277,2280],{"start":31,"end":2278,"type":46,"data":2279},77,{"link_type":48,"url":2104,"target":1585},{"start":31,"end":2278,"type":42},"text_section$2ec6ee43-2a7c-4eab-af72-1ab0b5f7fd02",{"variation":662,"version":620,"items":2283,"primary":2284,"id":2290,"slice_type":1980,"slice_label":5},[],{"background_color":1984,"text":2285},[2286],{"type":36,"text":2287,"spans":2288,"direction":51},"Please note that while this local resource information has been compiled by beqom's legal and pay equity experts, it does not constitute legal advice.",[2289],{"start":31,"end":1782,"type":42},"text_section$752af4cc-b402-4caa-b66a-a685110dfe1a",{"variation":2292,"version":620,"items":2293,"primary":2294,"id":2314,"slice_type":1600,"slice_label":5},"whiteBackground",[],{"section_id":5,"pretitle":1251,"content":2295,"link_label":2302,"link_url":2303,"image_placement":1589,"image":2306,"video":2312,"video_autoplay":92,"video_controls":92,"image_crop":2313},[2296,2299],{"type":667,"text":2297,"spans":2298,"direction":51},"Expert eGuides",[],{"type":36,"text":2300,"spans":2301,"direction":51},"Download in-depth eGuides on compensation, pay equity, and transparency—offering expert insights and practical strategies to help HR teams build fair and effective pay practices.",[],"View our eGuides",{"id":188,"type":189,"tags":2304,"lang":14,"slug":191,"first_publication_date":192,"last_publication_date":193,"uid":194,"url":195,"link_type":90,"key":2305,"isBroken":92},[],"a0ca10bf-9f94-445e-bfcf-c91d588ff217",{"dimensions":2307,"alt":2308,"copyright":5,"url":2309,"id":2310,"edit":2311},{"width":25,"height":26},"Image of a booklet with the title \"Are you ready to answer pay transparency questions? A manager's playbook for tricky scenarios\".","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaP-MaLpReVYa3tkP_prismicbanner-1-.jpg?auto=format,compress","aP-MaLpReVYa3tkP",{"x":31,"y":31,"zoom":32,"background":33},{"link_type":637},"no_crop","content_and_media$8828e628-7131-4b78-9c5f-9fe6ecb3be54",{"variation":662,"version":620,"items":2316,"primary":2317,"id":2336,"slice_type":1127,"slice_label":5},[],{"section_id":5,"content":2318,"button_label":2325,"button_link":2326,"illustration":2329},[2319,2322],{"type":696,"text":2320,"spans":2321,"direction":51},"Stay ahead of regulations",[],{"type":36,"text":2323,"spans":2324,"direction":51},"Get in touch to learn how our pay equity and pay transparency tools can help your organization meet evolving transparency and reporting requirements worldwide.",[],"Book a demo",{"id":83,"type":84,"tags":2327,"lang":14,"slug":86,"first_publication_date":87,"last_publication_date":88,"uid":86,"url":89,"link_type":90,"key":2328,"isBroken":92},[],"3d320354-e62e-4c11-a43d-6e2cbcff3d99",{"dimensions":2330,"alt":2332,"copyright":5,"url":2333,"id":2334,"edit":2335},{"width":2331,"height":2331},2001,"A graphic showing hands holding binoculars. ","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZil_CPPdc1huKwl6_Illustration%2CBrand%2CYourSourceforInsights.png?auto=format,compress","Zil_CPPdc1huKwl6",{"x":31,"y":31,"zoom":32,"background":33},"card_to_action$d6da4bc4-b84f-4e9d-aac7-b71c45a7efb3",{"variation":662,"version":620,"items":2338,"primary":2339,"id":2370,"slice_type":2371,"slice_label":5},[],{"section_id":5,"introduction_text":2340,"resource_type":2347,"show_resource_type_page_links":92,"show_resource_topic_filter":92,"resource_topic":2366,"number_of_columns_in_grid":676},[2341,2344],{"type":667,"text":2342,"spans":2343,"direction":51},"More on local requirements and reporting",[],{"type":36,"text":2345,"spans":2346,"direction":51},"beqom's pay equity tools make complying with local requirements and regulations easier than ever before, allowing organizations to conduct pay equity analyses to identify any pay disparities.",[],{"id":1925,"type":1465,"tags":2348,"lang":14,"slug":1927,"first_publication_date":1928,"last_publication_date":1929,"uid":1927,"data":2349,"link_type":90,"key":2365,"isBroken":92},[],{"title":1931,"plural_title":2350,"link_to_resource_collection_page":2351,"description_text_for_rs_coll_page":2360,"icon_code":2364},"Articles",{"id":2352,"type":189,"tags":2353,"lang":14,"slug":2354,"first_publication_date":2355,"last_publication_date":2356,"uid":2357,"url":2358,"link_type":90,"key":2359,"isBroken":92},"aPYLWRQAACkAeOV_",[],"thought-leadership-articles","2025-10-20T10:19:27+0000","2025-10-30T18:57:03+0000","articles","\u002Fresources\u002Fcollection\u002Farticles","1c7406df-4de3-43ba-8cb7-d25ec7215095",[2361],{"type":36,"text":2362,"spans":2363,"direction":51},"Read curated articles on compensation, pay equity, and performance—offering expert insights and actionable how-to guides to help HR teams navigate key trends and power up their practices.",[],"ph:article","767df889-26fa-4391-81fc-3d5dd03661a9",{"id":1456,"type":1448,"tags":2367,"lang":14,"slug":1458,"first_publication_date":1459,"last_publication_date":1460,"uid":1458,"data":2368,"link_type":90,"key":2369,"isBroken":92},[],{"title":123,"plural_title":123},"43ffe0a2-d363-4333-951d-3f99e58abb66","resources_grid$880b6111-f0b0-4469-8ec6-03574fc04ce7","resources_grid",{"variation":662,"version":620,"items":2373,"primary":2374,"id":2391,"slice_type":1272,"slice_label":5},[],{"section_id":5,"headline":2375,"description":2379,"select_product":2380,"filter_by_topic":2390,"content_type":1644,"number_of_posts_to_fetch":676},[2376],{"type":667,"text":2377,"spans":2378,"direction":51},"Recent blogs on Pay Equity",[],[],{"id":125,"type":105,"tags":2381,"lang":14,"slug":127,"first_publication_date":128,"last_publication_date":129,"uid":130,"url":131,"data":2382,"link_type":90,"key":2389,"isBroken":92},[],{"title":2383,"icon":2384,"og_description":2387,"og_title":2388,"seo_follow":53,"seo_index":53,"meta_description":2387,"meta_title":2388,"twitter_title":2388,"twitter_description":2387},"PayAnalytics by beqom",{"dimensions":2385,"alt":711,"copyright":5,"url":712,"id":713,"edit":2386},{"width":709,"height":710},{"x":31,"y":31,"zoom":32,"background":33},"Pay and workplace equity software by beqom empowers accurate compensation decisions and a culture founded on fairness. Data-driven. Transparent. Always-on.","PayAnalytics by beqom - Pay Equity Software","c3a73ac8-018d-4817-99d2-0aae3b554269",{"link_type":90},"latest_posts$7c20c5e1-9efa-4681-baa9-cb7b1fe99550","Pay gap reporting requirements in France","Gender pay gap reporting in France was initiated in 2018. This page gives an overview of current requirements and offers guidance on compliance.",{},"Pay gap reporting requirements","France has gradually increased its pay gap reporting requirements. This page provides a guide to national requirements and information about how they may change with the EU Directive.","Information on gender pay gap reporting in France","France requires companies with 50+ employees to submit gender pay gap reports. Find out how on our resource page.","3f9f504","All Rights Reserved"]