{"id":2509,"date":"2026-03-19T10:32:00","date_gmt":"2026-03-19T09:32:00","guid":{"rendered":"https:\/\/www.indufed.be\/?p=2509"},"modified":"2026-04-03T10:35:30","modified_gmt":"2026-04-03T08:35:30","slug":"juin-2026-la-transparence-des-remunerations-arrive-les-employeurs-sont-ils-prets","status":"publish","type":"post","link":"https:\/\/www.indufed.be\/fr\/updates\/june-2026-pay-transparency-is-coming-are-employers-ready\/","title":{"rendered":"Juin 2026 : la transparence des r\u00e9mun\u00e9rations arrive. Les employeurs sont-ils pr\u00eats ?"},"content":{"rendered":"<p>La directive europ\u00e9enne (UE) 2023\/970 sur la transparence des r\u00e9mun\u00e9rations doit \u00eatre transpos\u00e9e en droit belge au plus tard le 7 juin 2026.<\/p>\n\n\n\n<p>Son objectif : renforcer l'\u00e9galit\u00e9 salariale entre les femmes et les hommes gr\u00e2ce \u00e0 une plus grande transparence.<\/p>\n\n\n\n<p>Bien que la l\u00e9gislation belge de transposition n'ait pas encore \u00e9t\u00e9 adopt\u00e9e, une chose est s\u00fbre : les entreprises devront adapter plusieurs processus RH.<\/p>\n\n\n\n<p>Ce qui changera dans la pratique :<\/p>\n\n\n\n<p><strong>1. <\/strong><strong>Avant le recrutement<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>l'obligation d'informer le candidat du salaire de d\u00e9part ou de la fourchette de salaire<\/li>\n\n\n\n<li>interdiction de demander l'historique des salaires<\/li>\n<\/ul>\n\n\n\n<p><strong>2. Pendant l'emploi<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la transparence des crit\u00e8res de r\u00e9mun\u00e9ration et de progression<\/li>\n\n\n\n<li>le droit pour les salari\u00e9s de demander des informations sur leur r\u00e9mun\u00e9ration et sur la r\u00e9mun\u00e9ration moyenne par cat\u00e9gorie (ventil\u00e9e par sexe)<\/li>\n<\/ul>\n\n\n\n<p><strong>3. Rapports (entreprises avec \u2265 100 employ\u00e9s)<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Obligation de publier des rapports d\u00e9taill\u00e9s sur les \u00e9carts de r\u00e9mun\u00e9ration entre les hommes et les femmes<\/li>\n\n\n\n<li>Si un \u00e9cart injustifi\u00e9 de \u2265 5% appara\u00eet dans une cat\u00e9gorie \u2192 plan d'action obligatoire<\/li>\n<\/ul>\n\n\n\n<p>Pourquoi se pr\u00e9parer d\u00e8s maintenant ? Parce que ces obligations impliquent souvent :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>R\u00e9vision des classifications des emplois<\/li>\n\n\n\n<li>clarifier et objectiver les crit\u00e8res de r\u00e9mun\u00e9ration<\/li>\n\n\n\n<li>structurer les donn\u00e9es relatives aux ressources humaines et \u00e0 la paie<\/li>\n\n\n\n<li>documenter les d\u00e9cisions en mati\u00e8re de ressources humaines<\/li>\n\n\n\n<li>adapter les pratiques de recrutement<\/li>\n<\/ul>\n\n\n\n<p>La transparence des r\u00e9mun\u00e9rations n'est pas seulement une obligation l\u00e9gale. C'est aussi l'occasion de renforcer la confiance, l'\u00e9quit\u00e9 et l'engagement des salari\u00e9s.<\/p>","protected":false},"excerpt":{"rendered":"<p>European Directive (EU) 2023\/970 on pay transparency must be transposed into Belgian law by 7 June 2026 at the latest. Its aim: to strengthen pay equality between women and men through greater transparency. Although the Belgian transposition legislation has not yet been adopted, one thing is certain: companies will have to adapt several HR processes. [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":2512,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","iawp_total_views":11,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2509","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-updates"],"publishpress_future_action":{"enabled":false,"date":"2026-05-06 20:58:41","action":"change-status","newStatus":"draft","terms":[],"taxonomy":"category","extraData":[]},"publishpress_future_workflow_manual_trigger":{"enabledWorkflows":[]},"_links":{"self":[{"href":"https:\/\/www.indufed.be\/fr\/wp-json\/wp\/v2\/posts\/2509","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.indufed.be\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.indufed.be\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.indufed.be\/fr\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.indufed.be\/fr\/wp-json\/wp\/v2\/comments?post=2509"}],"version-history":[{"count":1,"href":"https:\/\/www.indufed.be\/fr\/wp-json\/wp\/v2\/posts\/2509\/revisions"}],"predecessor-version":[{"id":2513,"href":"https:\/\/www.indufed.be\/fr\/wp-json\/wp\/v2\/posts\/2509\/revisions\/2513"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.indufed.be\/fr\/wp-json\/wp\/v2\/media\/2512"}],"wp:attachment":[{"href":"https:\/\/www.indufed.be\/fr\/wp-json\/wp\/v2\/media?parent=2509"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.indufed.be\/fr\/wp-json\/wp\/v2\/categories?post=2509"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.indufed.be\/fr\/wp-json\/wp\/v2\/tags?post=2509"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}