{"id":12456,"date":"2026-05-25T11:18:25","date_gmt":"2026-05-25T10:18:25","guid":{"rendered":"https:\/\/www.kartosa.com\/?p=12456"},"modified":"2026-05-25T11:19:46","modified_gmt":"2026-05-25T10:19:46","slug":"transparance_salariale_2026_saphcm_reporting","status":"publish","type":"post","link":"http:\/\/www.kartosa.com\/fr\/transparance_salariale_2026_saphcm_reporting\/","title":{"rendered":"Directive europ\u00e9enne sur la transparence salariale : ce que \u00e7a change vraiment pour les DRH sous SAP HCM"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"12456\" class=\"elementor elementor-12456\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-528b9c50 elementor-section-boxed elementor-section-height-default elementor-section-height-default rt-parallax-bg-no\" data-id=\"528b9c50\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-32ffd8cb\" data-id=\"32ffd8cb\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-4f70484 elementor-widget elementor-widget-text-editor\" data-id=\"4f70484\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><\/p>\n<p><\/p>\n<p><style>\n:root {<br \/>    --kartosa-primary: #1dd3b0;<br \/>    --kartosa-primary-dark: #16b094;<br \/>    --kartosa-primary-darker: #0f8c75;<br \/>    --kartosa-primary-soft: #e8faf5;<br \/>    --kartosa-primary-tint: #f2fcf8;<br \/>    --kartosa-dark: #0a2540;<br \/>    --kartosa-dark-light: #1e3a5f;<br \/>    --kartosa-bg: #ffffff;<br \/>    --kartosa-bg-soft: #f7faf9;<br \/>    --kartosa-bg-section: #ecfaf5;<br \/>    --kartosa-text: #1a2332;<br \/>    --kartosa-text-muted: #5a6878;<br \/>    --kartosa-border: #e1e8e6;<br \/>    --kartosa-success: #1dd3b0;<br \/>    --kartosa-danger: #dc2626;<br \/>}<\/p>\n<p>* { box-sizing: border-box; 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margin: 0; color: var(--kartosa-text-muted); line-height: 1.5; }<\/p>\n<p>\/* SOLUTION SECTION *\/<br \/>.solution-section {<br \/>    background: linear-gradient(135deg, var(--kartosa-bg-section) 0%, var(--kartosa-primary-tint) 100%);<br \/>    margin: 48px -50px;<br \/>    padding: 50px;<br \/>    border-top: 4px solid var(--kartosa-primary);<br \/>}<br \/>.solution-section h2 { margin-top: 0; border-bottom: 0; padding-bottom: 0; }<br \/>.solution-section h2::after { display: none; }<br \/>.solution-badge {<br \/>    display: inline-block;<br \/>    background: var(--kartosa-primary);<br \/>    color: #fff;<br \/>    padding: 6px 14px;<br \/>    border-radius: 6px;<br \/>    font-family: 'Inter', sans-serif;<br \/>    font-weight: 700;<br \/>    font-size: 12px;<br \/>    text-transform: uppercase;<br \/>    letter-spacing: 1px;<br \/>    margin-bottom: 14px;<br \/>    box-shadow: 0 4px 12px rgba(29, 211, 176, 0.3);<br \/>}<br \/>.step-card {<br \/>    background: #fff;<br \/>    border-radius: 12px;<br \/>    padding: 26px;<br \/>    margin-bottom: 16px;<br \/>    display: flex;<br \/>    gap: 22px;<br \/>    align-items: flex-start;<br \/>    box-shadow: 0 4px 16px rgba(10, 37, 64, 0.06);<br \/>    border-left: 4px solid var(--kartosa-primary);<br \/>}<br \/>.step-num {<br \/>    flex-shrink: 0;<br \/>    width: 46px;<br \/>    height: 46px;<br \/>    background: var(--kartosa-dark);<br \/>    color: var(--kartosa-primary);<br \/>    border-radius: 50%;<br \/>    display: flex;<br \/>    align-items: center;<br \/>    justify-content: center;<br \/>    font-family: 'Inter', sans-serif;<br \/>    font-weight: 700;<br \/>    font-size: 20px;<br \/>}<br \/>.step-content { flex: 1; 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font-style: normal; }<\/p>\n<p>\/* RESPONSIVE *\/<br \/>@media (max-width: 768px) {<br \/>    .article-hero { padding: 60px 16px 90px; }<br \/>    .article-body { padding: 36px 24px; margin: -60px 12px 0; max-width: none; border-radius: 10px; }<br \/>    .solution-section { margin: 40px -24px; padding: 36px 24px; }<br \/>    .article-body h2 { font-size: 24px; margin-top: 44px; }<br \/>    .article-body h3 { font-size: 19px; }<br \/>    .step-card { flex-direction: column; gap: 14px; padding: 22px; }<br \/>    .step-num { width: 42px; height: 42px; font-size: 18px; }<br \/>    .cta-section { padding: 36px 24px; }<br \/>    .cta-section h3 { font-size: 22px; }<br \/>    .lead { font-size: 17px; padding-left: 18px; }<br \/>    .key-callout { flex-direction: column; align-items: flex-start; }<br \/>}<br \/><\/style>\n<\/p>\n<section class=\"article-hero\">\n<div class=\"hero-content\">\n<div class=\"breadcrumb\"><a href=\"https:\/\/www.kartosa.com\/fr\/\">Accueil<\/a> &nbsp;\/&nbsp;<br><a href=\"https:\/\/www.kartosa.com\/fr\/category\/blog\/\">Blog<\/a> &nbsp;\/&nbsp;<br>Directive transparence salariale<\/div>\n<p><span class=\"tag-pill\">Conformit\u00e9 RH \u00b7 Directive UE 2023\/970<\/span><\/p>\n<h1>Directive europ\u00e9enne sur la transparence salariale : ce que \u00e7a change vraiment pour les DRH sous SAP HCM<\/h1>\n<div class=\"article-meta\"><img decoding=\"async\" draggable=\"false\" role=\"img\" class=\"emoji\" alt=\"\ud83d\udcc5\" src=\"https:\/\/s.w.org\/images\/core\/emoji\/17.0.2\/svg\/1f4c5.svg\"> Mai 2026<br><img decoding=\"async\" draggable=\"false\" role=\"img\" class=\"emoji\" alt=\"\u270d\ufe0f\" src=\"https:\/\/s.w.org\/images\/core\/emoji\/17.0.2\/svg\/270d.svg\"> \u00c9quipe KARTOSA<br><img decoding=\"async\" draggable=\"false\" role=\"img\" class=\"emoji\" alt=\"\u23f1\" src=\"https:\/\/s.w.org\/images\/core\/emoji\/17.0.2\/svg\/23f1.svg\"> Lecture : 8 min<\/div>\n<\/div>\n<\/section>\n<article class=\"article-body\">\n<div class=\"key-callout\">\n<div class=\"key-callout-icon\">7 JUIN<br>2026<\/div>\n<div class=\"key-callout-text\"><strong>Date limite de transposition<\/strong><br>Chaque \u00c9tat membre de l\u2019Union europ\u00e9enne doit avoir transpos\u00e9 la directive (UE) 2023\/970 dans son droit national avant cette date.<\/div>\n<\/div>\n<p class=\"lead\">Pour les directions RH, ce d\u00e9lai peut sembler lointain. Il ne l\u2019est pas. <strong>Corriger des \u00e9carts de r\u00e9mun\u00e9ration, structurer un processus de reporting, pr\u00e9parer les \u00e9quipes \u00e0 r\u00e9pondre aux demandes individuelles des salari\u00e9s<\/strong>, tout cela prend du temps. Et les donn\u00e9es n\u00e9cessaires doivent \u00eatre op\u00e9rationnelles d\u00e8s juin 2026, car les syst\u00e8mes de mesure doivent \u00eatre en place d\u00e8s cette date pour g\u00e9n\u00e9rer les donn\u00e9es avec rigueur.<\/p>\n<p>Cet article vous donne une lecture concr\u00e8te de ce que la directive impose, pourquoi elle est plus exigeante qu\u2019il n\u2019y para\u00eet, et comment les entreprises qui s\u2019appuient sur SAP HCM peuvent transformer cette contrainte en avantage.<\/p>\n<h2>Pourquoi cette directive est diff\u00e9rente des pr\u00e9c\u00e9dentes<\/h2>\n<p>La directive 2023\/970 vise \u00e0 renforcer l\u2019effectivit\u00e9 du principe d\u2019\u00e9galit\u00e9 de traitement entre les sexes. Elle a pour objet d\u2019accro\u00eetre la transparence des r\u00e9mun\u00e9rations dans les entreprises, de faciliter l\u2019application des concepts et d\u2019am\u00e9liorer l\u2019acc\u00e8s en justice des victimes.<\/p>\n<p>Mais ce qui la distingue fondamentalement des textes pr\u00e9c\u00e9dents, c\u2019est son m\u00e9canisme central : <strong>le renversement de la charge de la preuve<\/strong>. C\u2019est d\u00e9sormais \u00e0 l\u2019employeur de d\u00e9montrer l\u2019absence de discrimination. Ce n\u2019est plus le salari\u00e9 qui doit prouver qu\u2019il a \u00e9t\u00e9 l\u00e9s\u00e9.<\/p>\n<p>Elle rappelle que l\u2019\u00e9galit\u00e9 de traitement doit s\u2019appliquer \u00e0 <strong>l\u2019ensemble de la r\u00e9mun\u00e9ration<\/strong>, y compris les composantes variables ou compl\u00e9mentaires. Ce point est essentiel car les in\u00e9galit\u00e9s se d\u00e9veloppent souvent dans les accessoires du salaire.<\/p>\n<p>Autrement dit, un reporting qui ne couvre que le salaire de base n\u2019est pas conforme. La directive cible la r\u00e9mun\u00e9ration globale : fixe, variable, primes, avantages en nature, cotisations \u00e0 des r\u00e9gimes compl\u00e9mentaires.<\/p>\n<h2>Ce que la directive impose concr\u00e8tement<\/h2>\n<h3>D\u00e8s le recrutement<\/h3>\n<p>Toutes les entreprises, d\u00e8s le premier salari\u00e9, seront concern\u00e9es par des obligations telles que l\u2019affichage d\u2019une fourchette salariale dans les offres d\u2019emploi ou le droit d\u2019information des salari\u00e9s sur les crit\u00e8res de r\u00e9mun\u00e9ration.<\/p>\n<p>\u00c0 partir du 7 juin 2026, toutes les offres d\u2019emploi devront mentionner le salaire ou une fourchette de r\u00e9mun\u00e9ration pr\u00e9cise avant m\u00eame le d\u00e9but du processus de s\u00e9lection. <strong>Les formules vagues du type \u00ab r\u00e9mun\u00e9ration selon profil \u00bb ou \u00ab salaire \u00e0 n\u00e9gocier \u00bb sans chiffres associ\u00e9s ne seront plus acceptables.<\/strong> Cette obligation s\u2019applique \u00e0 tous les canaux de diffusion : jobboards, LinkedIn, page carri\u00e8res, tout support o\u00f9 une offre est publi\u00e9e.<\/p>\n<p>Il sera \u00e9galement interdit de demander aux candidats leur historique salarial. La fixation du salaire devra reposer sur les fonctions et responsabilit\u00e9s du poste, pas sur ce que gagnait le candidat chez son ancien employeur.<\/p>\n<h3>En interne<\/h3>\n<p>L\u2019employeur devra mettre \u00e0 la disposition des salari\u00e9s les crit\u00e8res utilis\u00e9s pour d\u00e9terminer la r\u00e9mun\u00e9ration, les niveaux de r\u00e9mun\u00e9ration et la progression de la r\u00e9mun\u00e9ration.<\/p>\n<p>Chaque salari\u00e9 pourra demander les niveaux moyens de r\u00e9mun\u00e9ration ventil\u00e9s par genre pour des postes comparables au sien. En revanche, les salari\u00e9s n\u2019auront pas le droit de demander des informations sur le salaire de leurs coll\u00e8gues : c\u2019est la r\u00e9mun\u00e9ration moyenne par cat\u00e9gorie qui est en jeu, pas les donn\u00e9es individuelles.<\/p>\n<h3>Le reporting p\u00e9riodique<\/h3>\n<p>C\u2019est l\u00e0 que les enjeux sont les plus lourds pour les grandes organisations. Les entreprises de plus de 250 salari\u00e9s devront envoyer des rapports annuels \u00e0 l\u2019autorit\u00e9 nationale comp\u00e9tente avec le d\u00e9tail des salaires par genre, en affichant les crit\u00e8res de fixation des r\u00e9mun\u00e9rations. Elles devront \u00e9galement corriger tout \u00e9cart de plus de 5 % entre les r\u00e9mun\u00e9rations.<\/p>\n<div class=\"table-wrap\">\n<table class=\"compliance-table\">\n<thead>\n<tr>\n<th>Taille de l\u2019entreprise<\/th>\n<th>Fr\u00e9quence du rapport<\/th>\n<th>Premi\u00e8re \u00e9ch\u00e9ance<\/th>\n<th>Correction obligatoire<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>250 salari\u00e9s et +<\/td>\n<td>Annuel<\/td>\n<td>D\u00e8s 2027<\/td>\n<td><span class=\"badge-yes\">Oui, si \u00e9cart &gt; 5 %<\/span><\/td>\n<\/tr>\n<tr>\n<td>150 \u00e0 249 salari\u00e9s<\/td>\n<td>Tous les 3 ans<\/td>\n<td>D\u00e8s 2027<\/td>\n<td><span class=\"badge-yes\">Oui, si \u00e9cart &gt; 5 %<\/span><\/td>\n<\/tr>\n<tr>\n<td>100 \u00e0 149 salari\u00e9s<\/td>\n<td>Tous les 3 ans<\/td>\n<td>\u00c0 partir de 2031<\/td>\n<td><span class=\"badge-yes\">Oui, si \u00e9cart &gt; 5 %<\/span><\/td>\n<\/tr>\n<tr>\n<td>Moins de 100 salari\u00e9s<\/td>\n<td>Volontaire<\/td>\n<td>Pas d\u2019obligation<\/td>\n<td><span class=\"badge-no\">Non obligatoire<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<p><strong>Sur le seuil des 5 % :<\/strong> un \u00e9cart peut \u00eatre admis s\u2019il est justifi\u00e9 par des crit\u00e8res objectifs et non sexistes \u2014 anciennet\u00e9, comp\u00e9tence, performance. Mais c\u2019est \u00e0 l\u2019employeur d\u2019en apporter la preuve, avec une documentation solide, pas une simple d\u00e9claration.<\/p>\n<div class=\"sanctions-box\">\n<h4><img decoding=\"async\" draggable=\"false\" role=\"img\" class=\"emoji\" alt=\"\u26a0\" src=\"https:\/\/s.w.org\/images\/core\/emoji\/17.0.2\/svg\/26a0.svg\"> Sanctions en cas de non-conformit\u00e9<\/h4>\n<ul>\n<li>Amendes administratives proportionnelles \u00e0 la masse salariale ou forfaitaires selon la gravit\u00e9 du manquement<\/li>\n<li>Exclusion des appels d\u2019offres publics<\/li>\n<li>Perte des subventions et incitations publiques<\/li>\n<li>Circonstances aggravantes en cas de r\u00e9cidive<\/li>\n<\/ul>\n<\/div>\n<h2>Ce que cela exige de votre syst\u00e8me RH<\/h2>\n<p>La directive ne se limite pas \u00e0 une obligation de publication. Elle impose une <strong>capacit\u00e9 de preuve permanente<\/strong>. Vos donn\u00e9es de r\u00e9mun\u00e9ration doivent \u00eatre :<\/p>\n<div class=\"req-grid\">\n<div class=\"req-card\">\n<div class=\"req-card-icon\">\u2713<\/div>\n<div class=\"req-card-title\">Exhaustives<\/div>\n<p>Toutes les composantes, pas seulement le fixe<\/p>\n<\/div>\n<div class=\"req-card\">\n<div class=\"req-card-icon\">\u2713<\/div>\n<div class=\"req-card-title\">Fiables<\/div>\n<p>Coh\u00e9rentes avec les bulletins de paie et les d\u00e9clarations l\u00e9gales<\/p>\n<\/div>\n<div class=\"req-card\">\n<div class=\"req-card-icon\">\u2713<\/div>\n<div class=\"req-card-title\">Tra\u00e7ables<\/div>\n<p>Produites directement depuis le syst\u00e8me de r\u00e9f\u00e9rence, pas reconstitu\u00e9es dans un tableur<\/p>\n<\/div>\n<div class=\"req-card\">\n<div class=\"req-card-icon\">\u2713<\/div>\n<div class=\"req-card-title\">Exploitables \u00e0 la demande<\/div>\n<p>Pour r\u00e9pondre aux salari\u00e9s comme aux autorit\u00e9s<\/p>\n<\/div>\n<\/div>\n<p>Pour les responsables RH, l\u2019enjeu est double : <strong>assurer une conformit\u00e9 l\u00e9gale rigoureuse<\/strong> et tout mettre en \u0153uvre pour <strong>r\u00e9duire v\u00e9ritablement les in\u00e9galit\u00e9s de salaires<\/strong> qui persistent encore derri\u00e8re les mesures cosm\u00e9tiques.<\/p>\n<h2>Pour les entreprises sous SAP HCM : une longueur d\u2019avance \u00e0 condition de l\u2019activer<\/h2>\n<p>Si votre entreprise utilise SAP HCM, c\u2019est une belle nouvelle : <strong>un syst\u00e8me de paie qui enregistre d\u00e9j\u00e0 l\u2019ensemble des composantes de r\u00e9mun\u00e9ration<\/strong>, avec un niveau de d\u00e9tail et de fiabilit\u00e9 qui correspond exactement \u00e0 ce que la directive requiert. Le salaire de base, les primes, les avantages, les heures suppl\u00e9mentaires, les corrections r\u00e9troactives \u2014 tout est l\u00e0, produit chaque mois avec la m\u00eame pr\u00e9cision qu\u2019un bulletin de paie.<\/p>\n<p>La question n\u2019est pas de collecter de nouvelles donn\u00e9es. C\u2019est de les rendre accessibles aux \u00e9quipes RH dans le bon format d\u2019analyse, directement depuis le syst\u00e8me source.<\/p>\n<div class=\"solution-section\"><p><span class=\"solution-badge\">Solution Kartosa<\/span><\/p>\n<h2>Ce que HR-Reports permet de couvrir<\/h2>\n<p><a href=\"https:\/\/www.kartosa.com\/fr\/service\/reporting-dans-sap-hr-hr-reports\/\">HR-Reports<\/a> est une solution de reporting RH et Paie int\u00e9gr\u00e9e \u00e0 SAP HCM, con\u00e7ue pour permettre aux \u00e9quipes RH, Paie et Contr\u00f4le de gestion sociale d\u2019exploiter pleinement leurs donn\u00e9es SAP sans d\u00e9veloppement sp\u00e9cifique.<\/p>\n<p>En centralisant les donn\u00e9es administratives, organisationnelles, de gestion des temps et de paie au sein d\u2019un environnement unique, HR-Reports simplifie la production des reportings RH et garantit des analyses fiables, coh\u00e9rentes et directement align\u00e9es avec les r\u00e9sultats calcul\u00e9s par SAP.<\/p>\n<p>Voici comment elle r\u00e9pond aux exigences de la directive :<\/p>\n<div class=\"step-card\">\n<div class=\"step-num\">1<\/div>\n<div class=\"step-content\">\n<h4>Calcul du gender pay gap<\/h4>\n<p>Dans SAP, le salaire d\u2019un collaborateur et son genre n\u2019appartiennent pas au m\u00eame univers de donn\u00e9es. Les r\u00e9concilier manuellement est fastidieux, source d\u2019erreurs et difficilement auditable. HR-Reports automatise ce croisement en une requ\u00eate unique : r\u00e9mun\u00e9ration globale (fixe, primes, variables), genre, cat\u00e9gorie, taux d\u2019activit\u00e9, tout est consolid\u00e9 pour produire l\u2019\u00e9cart moyen et m\u00e9dian, par service ou par population. <strong>Le r\u00e9sultat est structur\u00e9 pour \u00eatre int\u00e9gr\u00e9 directement au rapport r\u00e9glementaire.<\/strong><\/p>\n<\/div>\n<\/div>\n<div class=\"step-card\">\n<div class=\"step-num\">2<\/div>\n<div class=\"step-content\">\n<h4>Ventilation par cat\u00e9gorie de travail \u00e9quivalente<\/h4>\n<p>La directive ne demande pas un \u00e9cart global. Elle demande un \u00e9cart \u00e0 poste ou travail comparable \u2014 ce qui est autrement plus exigeant. Il faut croiser la r\u00e9mun\u00e9ration avec la classification du poste, le niveau hi\u00e9rarchique, la fonction. Or, cette structure organisationnelle existe d\u00e9j\u00e0 dans SAP. <strong>En la connectant aux donn\u00e9es de paie via HR-Reports, on passe d\u2019une vue en masse \u00e0 une comparaison segment par segment<\/strong>, celle que la directive exige pr\u00e9cis\u00e9ment.<\/p>\n<\/div>\n<\/div>\n<div class=\"step-card\">\n<div class=\"step-num\">3<\/div>\n<div class=\"step-content\">\n<h4>Identifier les \u00e9carts &gt; 5 %<\/h4>\n<p>La directive impose une analyse \u00e0 niveau de travail \u00e9quivalent, ce qui suppose de croiser la r\u00e9mun\u00e9ration avec la fonction, le niveau hi\u00e9rarchique, la classification des postes et la structure organisationnelle. Tout \u00e9cart d\u00e9passant 5 % entre femmes et hommes doit \u00eatre analys\u00e9 et, s\u2019il ne peut \u00eatre justifi\u00e9 par des crit\u00e8res objectifs, corrig\u00e9. <strong>HR-Reports fait remonter automatiquement les cat\u00e9gories franchissant ce seuil<\/strong>, offrant une visibilit\u00e9 imm\u00e9diate sur les situations \u00e0 examiner.<\/p>\n<\/div>\n<\/div>\n<div class=\"step-card\">\n<div class=\"step-num\">4<\/div>\n<div class=\"step-content\">\n<h4>Suivre l\u2019\u00e9volution dans le temps et simuler les corrections<\/h4>\n<p>HR-Reports permet de comparer les indicateurs sur plusieurs p\u00e9riodes \u2014 trimestre, semestre, ann\u00e9e \u2014 pour mesurer la progression des \u00e9carts et anticiper les rapports officiels. <strong>La simulation des impacts budg\u00e9taires des r\u00e9ajustements<\/strong> permet d\u2019arbitrer entre \u00e9quit\u00e9 et contraintes de masse salariale avant de s\u2019engager.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<h2>Par o\u00f9 commencer<\/h2>\n<p>Structurer ses indicateurs avant l\u2019\u00e9ch\u00e9ance, c\u2019est \u00e9viter la pr\u00e9cipitation de 2026, mais c\u2019est aussi construire un pilotage RH plus solide sur le long terme. <strong>La transparence salariale n\u2019est pas une contrainte ponctuelle, c\u2019est une nouvelle exigence permanente.<\/strong> Autant s\u2019y pr\u00e9parer avec m\u00e9thode.<\/p>\n<div class=\"cta-section\">\n<h3>Pr\u00e9parez votre conformit\u00e9 d\u00e8s maintenant<\/h3>\n<p>Kartosa accompagne les directions RH et paie dans la mise en conformit\u00e9 avec la directive sur la transparence salariale, en s\u2019appuyant sur les donn\u00e9es d\u00e9j\u00e0 pr\u00e9sentes dans SAP HCM.<\/p>\n<p><a class=\"btn-cta\" href=\"https:\/\/www.kartosa.com\/fr\/contact\/\">Demandez un diagnostic \u2192<\/a><\/p>\n<\/div>\n<div class=\"article-signature\">Vous utilisez SAP HCM et souhaitez \u00e9valuer votre niveau de pr\u00e9paration \u00e0 la directive sur la transparence salariale ? <a href=\"https:\/\/www.kartosa.com\/fr\/contact\/\">Contactez nos experts<\/a> pour un diagnostic personnalis\u00e9 de vos donn\u00e9es et processus de reporting.<\/div>\n<\/article>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Accueil &nbsp;\/&nbsp;Blog &nbsp;\/&nbsp;Directive transparence salariale Conformit\u00e9 RH \u00b7 Directive UE 2023\/970 Directive europ\u00e9enne sur la transparence salariale : ce que \u00e7a change vraiment pour les DRH sous SAP HCM Mai 2026 \u00c9quipe KARTOSA Lecture : 8 min 7 JUIN2026 Date limite de transpositionChaque \u00c9tat membre de l\u2019Union europ\u00e9enne doit avoir transpos\u00e9 la directive (UE) 2023\/970 [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-12456","post","type-post","status-publish","format-standard","hentry","category-blog"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Directive europ\u00e9enne sur la transparence salariale : ce que \u00e7a change vraiment pour les DRH sous SAP HCM<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.kartosa.com\/fr\/transparance_salariale_2026_saphcm_reporting\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Directive europ\u00e9enne sur la 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