At a Glance

• France released a revised version of its draft law to implement the EU Pay Transparency Act.
• The revised bill retains the main mechanisms to ensure pay transparency, but does introduce several notable clarifications.

On September 10, 2026, a new version of the preliminary draft bill transposing the EU Pay Transparency Directive into French national law was unveiled and presented to the Council of Ministers. The text has undergone significant editorial revisions, without any substantial changes to its overall structure.

The main mechanisms for pay transparency have not changed:

• The obligation to state a starting pay range in job advertisements;
• The prohibition on asking job applicants for details of their current or previous remuneration;
• The prohibition on including salary non-disclosure clauses in employment contracts;
• The individual right of every employee to request information on their average remuneration level and on the average remuneration levels, broken down by gender, of employees in their category of work of equal status or equal value;
• The requirement for any company with at least 50 employees to report on indicators relating to the gender pay gap. (Note, pre-existing French legislation requires a form of reporting for employers with at least 50 employees. Like the initial implementing draft, the new proposal is also more stringent than the Directive’s 100-employee mandatory reporting threshold by keeping the 50-employee threshold already in...

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