Regulatory context: a mature obligation
Between now and June 7, 2026, the European directive imposes a new requirement: to make pay levels visible from the time of the job offer, to structure internal pay scales, to publish pay differentials... This regulatory turning point is pushing companies to formalize their pay policy and bring it into line with their actual practices.
Current situation and weak signals
- Companies are already advertising salaries in almost 50% of job offers in 2024, compared to 25% in 2019.
- ETIs see transparency as an opportunity to strengthen internal cohesion and external attractiveness.
- MCR recommends using a self-positioning quiz to assess your level of maturity.
Discover the white paper on remuneration transparency
Discover the benefits of a transparent approach to talent attraction and retention, and how it can positively transform your corporate culture.
Why act now?
| Objective | Benefits |
|---|---|
| Attracting talent | 60% of candidates turn down an offer without knowing what the salary will be. |
| Strengthening equity | A clear policy limits internal tensions and strengthens commitment. |
| Improving HR efficiency | Clarifying the rules avoids hidden negotiations and aligns expectations. |
The limits of total transparency
As Thierry Magin points out, transparency must remain structured:
"Publishing individual salaries... risks developing a sense of inequity."
It is therefore essential to rely on grids and mechanisms that can be explained, without resorting to crude transparency.
MCR Rewards roadmap: 6 concrete steps
- Audit internal practices: salaries by profession, by gender, by seniority.
- Structure pay grids with explicit limits and clear criteria.
- Experiment with a pilot area (e.g. a BU or a support function).
- Train managers to talk about compensation, without taboos or awkwardness.
- Deploy the strategy internally with appropriate communication tools.
- Monitor impact through KPIs: satisfaction rate, gender gap, staff turnover.
Discover training for managers on salary transparency
Recommended technological support
MCR recommends the use of platforms such as Figures, to monitor compensation in real time, integrate benchmarks, anticipate movements and objectify decisions.
Read the article on compensation in 2025: 7 trends to watch
Challenges for the years ahead
Pay transparency is not a passing fad, but an underlying trend. Coupled with new CSR requirements and changing talent expectations, it is shaping a new pact of trust between company and employee.
Conclusion
Pay transparency is a strategic lever for any organization that wants to :
- guarantee its compliance with the European directive,
- build a modern, clear HR policy,
- strengthen its employer brand and collective performance.
MCR Rewards supports companies at every stage of this strategic shift, with a regulatory, human and operational approach.
Pay transparency: a legal obligation, a strategic lever
Anticipate the requirements of EU Directive 2023/970 and turn pay transparency into a driver of motivation, fairness and employer attractiveness.
Get a head start: audit, training, personalized support... let's work together to build an approach aligned with your challenges.
