Overview
- Employees will be able to request written information on their own pay and on average pay levels for comparable roles broken down by sex, with employers required to respond within two months.
- Individual colleagues’ exact salaries will not be disclosed, a clarification highlighted after viral posts wrongly claimed full visibility into named pay.
- Job candidates must receive the initial salary or a salary range before hiring, and employers will be barred from asking about a candidate’s current or past pay.
- Reporting obligations are phased by company size: firms with more than 250 workers report annually, those with 150–249 every three years, and those with 100–149 begin in 2031, with France planning a revamped equality index in 2027 to incorporate new indicators.
- Where an unexplained gender pay gap of at least 5% is found in any worker category, a joint pay evaluation will be required and employers must remedy disparities or risk compensation claims.