{"id":9852,"date":"2019-07-17T00:00:00","date_gmt":"2019-07-17T00:00:00","guid":{"rendered":"https:\/\/abeille-preprod.eliott-markus.cloud\/index-egalite-hommes-femmes-250-salaries\/"},"modified":"2019-07-17T00:00:00","modified_gmt":"2019-07-17T00:00:00","slug":"index-egalite-hommes-femmes-250-salaries","status":"publish","type":"post","link":"https:\/\/abeille.law\/en\/index-egalite-hommes-femmes-250-salaries\/","title":{"rendered":"Index \u00e9galit\u00e9 femmes-hommes : c\u2019est au tour des entreprises de plus de 250 salari\u00e9s"},"content":{"rendered":"<p>Les <strong>entreprises de plus de\u00a0250\u00a0salari\u00e9s<\/strong> doivent publier, d\u2019ici le\u00a01<sup>er<\/sup>\u00a0septembre\u00a02019, leur r\u00e9sultat sur les <strong>\u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes<\/strong>.<\/p>\n<p>Le gouvernement a mis en place un \u00ab\u00a0<strong><em>index \u00e9galit\u00e9 femmes-hommes<\/em><\/strong>\u00a0\u00bb destin\u00e9 \u00e0 mesurer et \u00e0 supprimer les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes. \u00c0 ce titre, les entreprises d\u2019au moins\u00a050\u00a0salari\u00e9s ont l\u2019obligation de publier, chaque ann\u00e9e, au plus tard le\u00a01<sup>er<\/sup>\u00a0mars, leur r\u00e9sultat dans ce domaine.<\/p>\n<p>Cette obligation, entr\u00e9e en vigueur progressivement, doit \u00eatre remplie, pour la premi\u00e8re fois, au plus tard le\u00a01<sup>er<\/sup>\u00a0septembre\u00a02019 pour les entreprises de plus de\u00a0250\u00a0salari\u00e9s et le\u00a01<sup>er<\/sup>\u00a0mars\u00a02020 pour celles comptant de\u00a050\u00a0\u00e0\u00a0250\u00a0salari\u00e9s.<\/p>\n<h2 class=\"title\">Quel r\u00e9sultat doit-\u00eatre publi\u00e9\u00a0?<\/h2>\n<p>Pour aboutir au r\u00e9sultat \u00e0 publier, l\u2019entreprise doit prendre en compte diff\u00e9rents indicateurs portant sur l\u2019\u00e9cart de r\u00e9mun\u00e9ration entre les femmes et les hommes, l\u2019\u00e9cart de taux d\u2019augmentations individuelles de salaire, le pourcentage de salari\u00e9es ayant b\u00e9n\u00e9fici\u00e9 d\u2019une augmentation dans l\u2019ann\u00e9e de leur retour de cong\u00e9 de maternit\u00e9, le nombre de <strong>salari\u00e9s du sexe sous-repr\u00e9sent\u00e9<\/strong> parmi les dix salari\u00e9s ayant per\u00e7u les plus hautes r\u00e9mun\u00e9rations et, pour les entreprises de plus de\u00a0250\u00a0salari\u00e9s, l\u2019\u00e9cart de taux de promotions entre les femmes et les hommes.<\/p>\n<p>Le calcul de chaque indicateur, selon une m\u00e9thode d\u00e9finie par d\u00e9cret, aboutit \u00e0 un nombre de points dont l\u2019addition donne le niveau de r\u00e9sultat de l\u2019entreprise. C\u2019est ce niveau de r\u00e9sultat qui doit \u00eatre publi\u00e9 tous les ans sur le site internet de l\u2019entreprise ou, \u00e0 d\u00e9faut de site, \u00eatre port\u00e9 \u00e0 la connaissance des salari\u00e9s par tout moyen. Les indicateurs et le niveau de r\u00e9sultat devant aussi \u00eatre mis \u00e0 la disposition du comit\u00e9 social et \u00e9conomique.<\/p>\n<section>\n<ul>\n<li>Exemple\u00a0: si l\u2019\u00e9cart de r\u00e9mun\u00e9ration entre les femmes et les hommes est sup\u00e9rieur \u00e0\u00a09\u00a0% et inf\u00e9rieur ou \u00e9gal \u00e0\u00a010\u00a0%, l\u2019entreprise se voit attribuer 27\u00a0points. Un \u00e9cart sup\u00e9rieur \u00e0\u00a01\u00a0% et inf\u00e9rieur ou \u00e9gal \u00e0 2\u00a0% lui donne 38\u00a0points. Si l\u2019\u00e9cart de taux de promotions entre les femmes et les hommes est sup\u00e9rieur \u00e0 10\u00a0points de pourcentage, l\u2019entreprise n\u2019a aucun point. S\u2019il est inf\u00e9rieur ou \u00e9gal \u00e0 2\u00a0points de pourcentage, il lui est accord\u00e9 15\u00a0points.<\/li>\n<\/ul>\n<\/section>\n<p>Lorsque le niveau de r\u00e9sultat est inf\u00e9rieur \u00e0 75\u00a0points sur\u00a0100, l\u2019entreprise dispose de\u00a03\u00a0ans pour corriger ces \u00e9carts de salaire. Pass\u00e9 ce d\u00e9lai, l\u2019entreprise qui a toujours obtenu une note inf\u00e9rieure \u00e0\u00a075\u00a0points peut se voir appliquer une p\u00e9nalit\u00e9 pouvant atteindre 1\u00a0% de sa <a title=\"Abeille &#038; Associ\u00e9s | Droit de la protection sociale\" href=\"fr\/domaines-competences\/droit-travail-protection-sociale\">masse salariale<\/a>.<\/p>\n<section>\n<ul>\n<li>Attention :\u00a0l\u2019entreprise qui ne publie pas son r\u00e9sultat sur les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes encourt, elle aussi, une sanction dont le montant maximum correspond \u00e0 1\u00a0% de sa masse salariale.\u00a0<\/li>\n<\/ul>\n<p>Pour plus d&#8217;informations, n&#8217;h\u00e9sitez pas \u00e0 consulter l&#8217;<a title=\"Legifrance | Article 104\" href=\"https:\/\/www.legifrance.gouv.fr\/affichTexteArticle.do;jsessionid=4C54B6372B642F84492721C89FB35D52.tplgfr33s_3?idArticle=JORFARTI000037367734&#038;cidTexte=JORFTEXT000037367660&#038;dateTexte=29990101&#038;categorieLien=id&#038;oldAction=\" target=\"_blank\" rel=\"noopener\">article 104 de la loi n\u00b02018-771<\/a> du 5 septembre 2018, le <a title=\"Legifrance | D\u00e9cret n\u00b02019-15\" href=\"https:\/\/www.legifrance.gouv.fr\/affichTexte.do;jsessionid=0A1AA68E1B46E594A9E0DF5EE0069990.tplgfr35s_3?cidTexte=JORFTEXT000037964765&#038;dateTexte=&#038;oldAction=rechJO&#038;categorieLien=id&#038;idJO=JORFCONT000037964593\" target=\"_blank\" rel=\"noopener\">d\u00e9cret n\u00b02019-15<\/a> du 8 janvier 2019, ainsi que le <a title=\"Legifrance | D\u00e9cret n\u00b02019-382\" href=\"https:\/\/www.legifrance.gouv.fr\/affichTexte.do?cidTexte=JORFTEXT000038429320&#038;categorieLien=id\" target=\"_blank\" rel=\"noopener\">d\u00e9cret n\u00b02019-382<\/a> du 29 avril 2019.<\/p>\n<\/section>\n<p><span style=\"font-size: 8pt;\"><cite class=\"reference\"><cite class=\"reference\">Article publi\u00e9 le\u00a0<time>17 juillet 2019<\/time>\u00a0&#8211;\u00a0\u00a9\u00a0\u00a0Les Echos Publishing\u00a0&#8211;\u00a02019<\/cite><\/cite><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Les entreprises de plus de\u00a0250\u00a0salari\u00e9s doivent publier, d\u2019ici le\u00a01er\u00a0septembre\u00a02019, leur r\u00e9sultat sur les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes. Le gouvernement a mis en place un \u00ab\u00a0index \u00e9galit\u00e9 femmes-hommes\u00a0\u00bb destin\u00e9 \u00e0 mesurer et \u00e0 supprimer les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes. \u00c0 ce titre, les entreprises d\u2019au moins\u00a050\u00a0salari\u00e9s [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[190],"tags":[],"class_list":["post-9852","post","type-post","status-publish","format-standard","hentry","category-juridiques"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Index \u00e9galit\u00e9 femmes-hommes : c\u2019est au tour des entreprises de plus de 250 salari\u00e9s | Abeille Avocats<\/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:\/\/abeille.law\/index-egalite-hommes-femmes-250-salaries\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Index \u00e9galit\u00e9 femmes-hommes : c\u2019est au tour des entreprises de plus de 250 salari\u00e9s | Abeille Avocats\" \/>\n<meta property=\"og:description\" content=\"Les entreprises de plus de\u00a0250\u00a0salari\u00e9s doivent publier, d\u2019ici le\u00a01er\u00a0septembre\u00a02019, leur r\u00e9sultat sur les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes. 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