Estonie
L'Estonie a partiellement transposé la directive européenne sur la transparence des rémunérations selon une stratégie de découpage inédite.
🇫🇷 France
France: EU Pay Transparency Directive legislation at a glance
Although France did not meet the June 2026 transposition deadline, a draft bill was presented to the Council of Ministers on September 10th, 2026 and is moving through Parliament. The bill is expected to be adopted in late 2026 or early 2027 and to be implemented progressively from late 2026 through January 1st, 2028. The draft bill would update France’s Professional Equality Index to align it with the key requirements of the EUPTD. In the meantime, the Professional Equality Index is maintained for 2027, and its declaration procedures remain unchanged.
Transposition
At a glance
Effective date
Some elements (for example, pre-employment pay transparency) may take effect immediately when the bill is passed, with others taking effect in a year or less. First pay gap reports for companies with fewer than 150 employees would likely be due on June 1st, 2030.
Size of companies impacted
Companies with 50 or more employees must report (this exceeds the Directive’s minimum requirements, which require reporting only for companies with 100+). Those with 250 or more employees report more frequently.
Pay transparency provisions for job applicants
Information about the estimated salary, plus any applicable collective agreements, must be provided in job postings. If no job posting is created, the information must be given to the applicant in writing before or during the interview.
Defining categories of workers and work of equal value
Where collective agreements are present, worker categories may be defined by the agreement; industry-wide categories can apply where no collective agreement exists. If neither condition applies, employers must consult the nation’s Social and Economic Committee (CSE) before determining categories on their own. The French Ministry of Labour has published a provisional French translation of the EIGE toolkit for job evaluation and categorization. It includes the guide, a quick-start guide, and matrices tailored to different company sizes.
Right to information
Employees have the right to know their pay and the average pay by gender of employees in the same job category. Requests must be made in writing and can be made by employee representatives. Employers must inform employees of their right to information annually. The draft law does not specify the employer’s response deadline, which will be addressed in future legislation.
Transparency in small groups
Data must be aggregated in such a way that confidentiality is preserved and no employee is identifiable.
Remediation & joint pay assessments
The threshold and guidelines for a joint payment assessment will be issued in a future decree. The current draft does require these assessments to be filed within 12 months of the initial report and available to employees and employee representatives/collectives. Employees/collectives may also request explanations of the indicator. Joint pay assessments will remain valid for three years. Companies with 50-99 employees and a pay gap that surpasses the threshold will not be subject to a joint pay assessment; rather, they will have to specify and commit to corrective measures.
Legal Interpretation
How legislation in France interprets the EU Directive’s requirements
France’s transposition of the EU Pay Transparency Directive stays close to the Directive’s required minimum framework. However, there are a few exceptions, and a few points that remain to be addressed in future legislation.
- The pay gap data reporting threshold is lower than required: 50 employees, rather than 100. This maintains the norms for data reporting under France’s existing Professional Equality Index.
- The draft bill will also require certain pay indicators (the first 6 out of 7) to be calculated annually for all companies with 50+ employees. These calculations will be made by drawing from the government’s economic, social, and environmental database, so companies will only need to check their accuracy. The 7th indicator (pay gaps by worker category) will be required every three years for employers with 50-249 employees and annually for those with 250+ employees.
- Social and Economic Committees (CSEs) are influential in the French labor market. The new bill would have CSEs provide a formal opinion that will be filed along with each company pay gap report. It would also require employers to consult with CSEs regarding data used for reporting, remediation actions, and any pay gaps that are over the specified percentage (in this last case, the CSE will provide an opinion to the reporting authority).
- Further legislation is expected to address certain points of the EU Pay Transparency Directive, including employer response time for information requests, joint pay assessment requirements, and when corrective action is required for a pay gap.
Get ready to respond quickly to employee requests in Malta
beqom’s Pay Equity and Transparency tool keeps you compliant as French requirements evolve through January 2028, including:
- Reporting: Submission-ready reporting from one platform, covering the French index today and the new EU Directive’s requirements.
- Availability in all EU languages: Full support for every official EU language, including French.
- Full EUPTD compliance: Pay equity analysis, remediation actions, and automated right-to-information workflows in one platform.
To see what our pay equity and transparency tool can do for your organization, we invite you to schedule a demo anytime.
Activity by member state
EU Pay Transparency Directive Transposition Tracker
EU member states are working to transpose the EU Pay Transparency Directive into national law. We’ve created this page to keep track of each member state’s progress.
National implementation
Pay transparency rules by country
Each EU member state is putting the EU Pay Transparency Directive into its own national law, and the details vary from country to country. Pick a country to see where its legislation stands, what employers will need to do and when the new rules take effect.
Grèce
La transposition grecque est entrée en vigueur le 6 juillet 2026, plusieurs exigences clés ayant été reportées au 1er novembre 2026 pour faciliter la transition. Le dispositif suit le socle de la directive européenne et prévoit des garde-fous supplémentaires contre les demandes abusives au titre du droit à l'information.
Italie
L'Italie a transposé la directive européenne sur la transparence des rémunérations par le décret législatif n° 96/2026, entré en vigueur le 7 juin 2026.
Lituanie
Afin de transposer la directive européenne sur la transparence des rémunérations, la Lituanie a adopté la loi n° XV-969 modifiant le Code du travail national. Cette loi établit un calendrier d'échéances progressives couvrant l'ensemble des exigences de la directive.
Malte
Malte a transposé la directive européenne sur la transparence des rémunérations par le biais des Equal Pay (Transparency and Reporting) Regulations 2026 (Legal Notice 173 of 2026). Ce texte reprend largement le socle européen, mais impose des seuils de documentation plus stricts, un délai de réponse court aux demandes d'information et des sanctions clairement définies en cas de non-conformité.
Pays-Bas
La transposition néerlandaise en est encore au stade de projet. Une première version a été diffusée en mars 2025, mais la chute du gouvernement de coalition a retardé le processus. Le projet actuel, daté du 20 janvier 2026, modifie la loi de 1980 sur l'égalité de traitement entre les hommes et les femmes.
Slovaquie
La Slovaquie a entièrement transposé la directive européenne sur la transparence des rémunérations par sa loi sur l'égalité de rémunération (loi n° 76/2026). Le texte suit de près le socle européen. Certains délais sont serrés, mais des dispositions spécifiques facilitent la mise en conformité des petites entreprises.
Download our EU Pay Transparency Directive 2026 eGuide
Starting June 2026, organizations across the EU must comply with sweeping new pay transparency and equity regulations. Our new and updated eGuide gives you the clarity, strategies, and tools you need to act now—before it’s too late.
EU Pay Transparency Directive Compliance Checklist
The June 2026 transposition deadline has now passed. We’ve put together a 43-step Compliance Checklist to help you ensure every aspect of the legislation is covered. Now’s the time to secure your organization against important fines, costly litigation, and reputational damage.
Dive into other Pay Transparency resources
Each guide, article or webinar is designed to help you navigate common pain points and complex compliance challenges with confidence. Learn from beqom’s thought leaders who distill complex topics into accessible, actionable recommendations. We provide proven frameworks and real-world examples, keeping you up to date with the latest legislation and helping you stay compliant while driving employee engagement.
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Bien que l'échéance de juin 2026 pour la directive européenne sur la transparence des rémunérations approche à grands pas, plusieurs États membres ont confirmé des retards dans sa transposition. Visionnez cette session d'experts avec beqom et Erste Group afin de découvrir pourquoi attendre n'est pas une option et comment préparer proactivement la stratégie de conformité de votre organisation dès aujourd'hui.
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Guide 2026 sur la directive UE sur la transparence des salaires
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Rapport 2026 : Rémunération et culture d'entreprise en Europe
Consultez le rapport 2026 European Comp & Culture Report de beqom pour découvrir comment les organisations leaders en Europe tirent parti des nouvelles directives pour moderniser la rémunération, intégrer l'IA et gérer la complexité mondiale.
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Moins de 6 mois : êtes-vous prêt pour la directive UE sur la transparence des rémunérations ?
Visionnez le replay du webinaire exclusif de beqom et Allshares afin de découvrir la préparation finale des données ainsi que les étapes stratégiques permettant de garantir la conformité à la directive européenne d'ici 2026.
Équité Salariale
Calendrier mondial de conformité 2026 de beqom
Prenez une longueur d'avance sur l'évolution des réglementations mondiales grâce à cet eGuide essentiel, qui fournit une feuille de route mensuelle des échéances de déclaration relatives à l'équité et à la transparence salariales dans plus de 30 juridictions, y compris la directive de l'UE et les lois nord-américaines.
Équité Salariale
La Checklist : Assurez votre conformité à la directive UE sur la transparence salariale
Pour aborder la directive européenne sur la transparence des rémunérations, il est important d’être proactif et de se préparer à l’avance. Notre checklist vous aide à identifier les objectifs généraux et les actions spécifiques nécessaires pour préparer votre organisation.