France Pay Transparency Law: EUPTD Transposition Status
Local term: transparence salariale
As of 28 September 2026: France's transposition bill (No. 944) was presented to the Council of Ministers and deposited in the Senate on 10 September 2026 under the accelerated procedure. The existing Gender Equality Index for employers with 50+ employees continues to apply.
Status snapshot
| Status | Draft published |
|---|---|
| National instrument | Bill No. 944 transposing Directive (EU) 2023/970, deposited in the Senate on 10 September 2026 under the accelerated procedure. |
| Official source | Senate legislative file: Bill No. 944 |
Pay gap reporting required before the Directive
Gender Equality Index (Index de l'égalité professionnelle)
| Who reports | Employers with 50+ employees |
|---|---|
| How often | Annually, by 1 March |
| What is reported | A score out of 100 based on indicators including the pay gap, pay rises, promotions and the gender mix of the top 10 earners |
| Published or internal | Public. Published on the employer's website and sent to the labour inspectorate |
| Legal basis | Labour Code, articles L1142-8 and following |
When Directive (Article 9) pay gap reporting starts
Article 9 reporting covers seven indicators: the mean and median gender pay gap, the mean and median gap in variable pay, the proportion of women and men receiving variable pay, the proportion of women and men in each pay quartile, and the gender pay gap by category of workers.
Not yet legislated.
Things to work on now
- Priority for France. Keep publishing your Gender Equality Index by 1 March: it still applies.
- Priority for France. The bill requires pay ranges in public job postings and keeps a 50+ threshold for some obligations. Plan for France to go further than the Directive.
- Map the draft. Compare the published draft with your current practice and note where it goes further than the Directive.
- Job architecture. Build or review gender-neutral job evaluation so you can group roles into categories of workers doing work of equal value (Article 4). This is needed whatever the final text says.
- Pay ranges. Agree pay ranges for roles so you are ready for pre-employment disclosure (Article 5).
- Shadow reporting. Run a trial gender pay gap calculation on 2026 data using the Directive's Article 9 indicators, including by category of workers.
- Remediation budget. Model the cost of closing unexplained gaps of 5% or more, which would trigger a joint pay assessment (Article 10).
Legislative timeline
- March 2026First draft circulated
- June 2026Revised draft sent to the Conseil d'État
- 10 September 2026Bill presented to the Council of Ministers and deposited in the Senate
Frequently asked questions
Has France transposed the EU Pay Transparency Directive?
France's transposition bill (No. 944) was presented to the Council of Ministers and deposited in the Senate on 10 September 2026 under the accelerated procedure. The existing Gender Equality Index for employers with 50+ employees continues to apply.
When does gender pay gap reporting start in France?
Some reporting already applies under national law: employers with 50+ employees publish the Gender Equality Index every year by 1 March. Reporting under the Directive (Article 9), including gaps by category of workers, is not yet legislated in France.
What should employers in France do now?
Keep publishing your Gender Equality Index by 1 March: it still applies. The bill requires pay ranges in public job postings and keeps a 50+ threshold for some obligations. Plan for France to go further than the Directive. Compare the published draft with your current practice and note where it goes further than the Directive.