{"id":15938,"date":"2025-05-10T20:31:48","date_gmt":"2025-05-10T20:31:48","guid":{"rendered":"https:\/\/bobea.net\/?p=15938"},"modified":"2025-05-10T20:31:50","modified_gmt":"2025-05-10T20:31:50","slug":"index-egalite-professionnelle-2025-mode-demploi-calcul-obligations-et-sanctions-tout-ce-que-les-entreprises-doivent-savoir","status":"publish","type":"post","link":"https:\/\/bobea.net\/index.php\/2025\/05\/10\/index-egalite-professionnelle-2025-mode-demploi-calcul-obligations-et-sanctions-tout-ce-que-les-entreprises-doivent-savoir\/","title":{"rendered":"Index \u00e9galit\u00e9 professionnelle 2025\u202f: mode d\u2019emploi, calcul, obligations et sanctions \u2013 Tout ce que les entreprises doivent savoir"},"content":{"rendered":"\n<p>Intro\u00adduc\u00adtion<\/p>\n\n\n\n<p>Depuis 2019, l\u2019Index \u00e9gal\u00adit\u00e9 pro\u00adfes\u00adsion\u00adnelle femmes-hommes est l\u2019outil phare de la poli\u00adtique d\u2019\u00e9galit\u00e9 salar\u00adi\u00adale en France. En 2025, il s\u2019impose plus que jamais comme un levi\u00ader de trans\u00adparence, d\u2019am\u00e9lioration et de sanc\u00adtion pour toutes les entre\u00adpris\u00ades de 50 salari\u00e9s ou plus. Com\u00adment fonc\u00adtionne-t-il&nbsp;? Quels sont les indi\u00adca\u00adteurs \u00e0 sur\u00adveiller&nbsp;? Quelles sont les oblig\u00ada\u00adtions con\u00adcr\u00e8tes et les risques en cas de man\u00adque\u00adment&nbsp;? BOBEA fait le point sur le mode d\u2019emploi com\u00adplet de l\u2019Index, ses nou\u00adveaut\u00e9s et ses enjeux pour l\u2019\u00e9galit\u00e9 au tra\u00advail.<\/p>\n\n\n\n<p>Qu\u2019est-ce que l\u2019Index \u00e9gal\u00adit\u00e9 pro\u00adfes\u00adsion\u00adnelle&nbsp;?<\/p>\n\n\n\n<p>L\u2019Index \u00e9gal\u00adit\u00e9 pro\u00adfes\u00adsion\u00adnelle, instau\u00adr\u00e9 par la loi du 5 sep\u00adtem\u00adbre 2018 \u00ab&nbsp;pour la lib\u00adert\u00e9 de choisir son avenir pro\u00adfes\u00adsion\u00adnel&nbsp;\u00bb, oblige toutes les entre\u00adpris\u00ades d\u2019au moins 50 salari\u00e9s \u00e0 mesur\u00ader, pub\u00adli\u00ader et cor\u00adriger les \u00e9carts de r\u00e9mun\u00e9ra\u00adtion entre les femmes et les hommes. L\u2019objectif&nbsp;: iden\u00adti\u00adfi\u00ader les in\u00e9\u00adgal\u00adit\u00e9s salar\u00adi\u00adales, met\u00adtre en lumi\u00e8re les points de pro\u00adgres\u00adsion et impos\u00ader des mesures cor\u00adrec\u00adtives en cas d\u2019\u00e9carts injus\u00adti\u00adfi\u00e9s.<\/p>\n\n\n\n<p>Com\u00adment cal\u00adculer l\u2019Index \u00e9gal\u00adit\u00e9 femmes-hommes&nbsp;?<\/p>\n\n\n\n<p>L\u2019Index est cal\u00adcul\u00e9 sur 100 points, \u00e0 par\u00adtir de 4 \u00e0 5 indi\u00adca\u00adteurs selon la taille de l\u2019entreprise&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>\u00c9cart de r\u00e9mun\u00e9ra\u00adtion femmes-hommes<\/strong>\u202f: 40 points<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Taux d\u2019augmentations indi\u00advidu\u00adelles<\/strong>\u202f: 35 points (50 \u00e0 250 salari\u00e9s) ou 20 points (&gt;250 salari\u00e9s)<\/li>\n\n\n\n<li><strong>Taux de pro\u00admo\u00adtions<\/strong>&nbsp;: 15 points (unique\u00adment pour les entre\u00adpris\u00ades de plus de 250 salari\u00e9s)<\/li>\n\n\n\n<li><strong>Aug\u00admen\u00adta\u00adtions au retour de con\u00adg\u00e9 mater\u00adnit\u00e9<\/strong>\u202f: 15 points<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Par\u00adit\u00e9 par\u00admi les 10 plus hautes r\u00e9mun\u00e9ra\u00adtions<\/strong>\u202f: 10 points<\/li>\n<\/ul>\n\n\n\n<p>Chaque indi\u00adca\u00adteur est cal\u00adcul\u00e9 sur une p\u00e9ri\u00adode de 12 mois glis\u00adsants. L\u2019addition des points obtenus donne la note glob\u00adale sur 100.<\/p>\n\n\n\n<p>Quelles entre\u00adpris\u00ades sont con\u00adcern\u00e9es&nbsp;?<\/p>\n\n\n\n<p>Depuis 2020, toutes les entre\u00adpris\u00ades, asso\u00adci\u00ada\u00adtions et syn\u00addi\u00adcats employ\u00adant au moins 50 salari\u00e9s doivent cal\u00adculer et pub\u00adli\u00ader leur Index chaque ann\u00e9e, avant le 1er mars, de fa\u00e7on vis\u00adi\u00adble et lis\u00adi\u00adble sur leur site inter\u00adnet.&nbsp;Les entre\u00adpris\u00ades de plus de 1&nbsp;000 salari\u00e9s doivent \u00e9gale\u00adment pub\u00adli\u00ader l\u2019\u00e9cart de repr\u00e9sen\u00adta\u00adtion femmes-hommes par\u00admi leurs cadres dirigeants et mem\u00adbres d\u2019instances dirigeantes.<\/p>\n\n\n\n<p>Oblig\u00ada\u00adtions de pub\u00adli\u00adca\u00adtion et de trans\u00admis\u00adsion<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Pub\u00adli\u00adca\u00adtion<\/strong>&nbsp;: Score glob\u00adal affich\u00e9 sur le site inter\u00adnet de l\u2019entreprise, acces\u00adsi\u00adble \u00e0 tous (salari\u00e9s, can\u00addi\u00addats, parte\u00adnaires).<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Trans\u00admis\u00adsion<\/strong>&nbsp;: R\u00e9sul\u00adtats envoy\u00e9s au min\u00adist\u00e8re du Tra\u00advail via egapro.travail.gouv.fr et au comit\u00e9 social et \u00e9conomique (CSE).<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Mise \u00e0 jour<\/strong>&nbsp;: Les mesures cor\u00adrec\u00adtives et objec\u00adtifs de pro\u00adgres\u00adsion doivent \u00eatre pub\u00adli\u00e9s chaque ann\u00e9e ou tous les deux ans.<\/li>\n<\/ul>\n\n\n\n<p>Objec\u00adtifs de pro\u00adgres\u00adsion et mesures cor\u00adrec\u00adtives<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Note inf\u00e9rieure \u00e0 85\/100<\/strong>&nbsp;: Oblig\u00ada\u00adtion de fix\u00ader des objec\u00adtifs de pro\u00adgres\u00adsion, pub\u00adli\u00e9s et trans\u00admis \u00e0 l\u2019administration.<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Note inf\u00e9rieure \u00e0 75\/100<\/strong>&nbsp;: Oblig\u00ada\u00adtion de d\u00e9finir et pub\u00adli\u00ader des mesures cor\u00adrec\u00adtives pr\u00e9\u00adcis\u00ades, par accord col\u00adlec\u00adtif ou d\u00e9ci\u00adsion uni\u00adlat\u00e9rale, avec un d\u00e9lai de trois ans pour attein\u00addre le seuil min\u00adi\u00admal.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"539\" src=\"https:\/\/bobea.net\/wp-content\/uploads\/2025\/05\/adobestock_735806282-1024x539.jpeg\" alt class=\"wp-image-15939\" srcset=\"https:\/\/bobea.net\/wp-content\/uploads\/2025\/05\/adobestock_735806282-1024x539.jpeg 1024w, https:\/\/bobea.net\/wp-content\/uploads\/2025\/05\/adobestock_735806282-300x158.jpeg 300w, https:\/\/bobea.net\/wp-content\/uploads\/2025\/05\/adobestock_735806282-768x404.jpeg 768w, https:\/\/bobea.net\/wp-content\/uploads\/2025\/05\/adobestock_735806282-1536x808.jpeg 1536w, https:\/\/bobea.net\/wp-content\/uploads\/2025\/05\/adobestock_735806282-2048x1078.jpeg 2048w\" sizes=\"(max-width: 1024px) 100vw, 1024px\"><\/figure>\n\n\n\n<p>Sanc\u00adtions en cas de non-respect<\/p>\n\n\n\n<p>Le non-respect de ces oblig\u00ada\u00adtions expose l\u2019entreprise \u00e0 une p\u00e9nal\u00adit\u00e9 finan\u00adci\u00e8re pou\u00advant aller jusqu\u2019\u00e0 1&nbsp;% de la masse salar\u00adi\u00adale annuelle.&nbsp;Cette sanc\u00adtion vise \u00e0 garan\u00adtir la trans\u00adparence et \u00e0 inciter les employeurs \u00e0 agir con\u00adcr\u00e8te\u00adment pour r\u00e9duire les \u00e9carts de traite\u00adment.<\/p>\n\n\n\n<p>Les nou\u00adveaut\u00e9s et per\u00adspec\u00adtives 2025<\/p>\n\n\n\n<p>En 2025, la France pr\u00e9voit de trans\u00adpos\u00ader la direc\u00adtive europ\u00e9enne sur la trans\u00adparence salar\u00adi\u00adale, qui imposera de nou\u00adveaux indi\u00adca\u00adteurs&nbsp;: \u00e9carts m\u00e9di\u00adans, vari\u00adables, pro\u00adpor\u00adtion de femmes et d\u2019hommes par quar\u00adtile, etc.&nbsp;Le seuil min\u00adi\u00admal de 75 points pour\u00adrait \u00eatre relev\u00e9 et les sanc\u00adtions ren\u00adfor\u00adc\u00e9es, avec un droit \u00e0 indem\u00adni\u00adsa\u00adtion pour les salari\u00e9s l\u00e9s\u00e9s.<\/p>\n\n\n\n<p>Lim\u00adites et cri\u00adtiques de l\u2019Index<\/p>\n\n\n\n<p>La Cour des comptes et le Haut Con\u00adseil \u00e0 l\u2019\u00c9galit\u00e9 pointent plusieurs failles&nbsp;:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>L\u2019Index ne cou\u00advre qu\u2019un quart des salari\u00e9s du priv\u00e9.<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Il ne prend pas en compte le temps par\u00adtiel ou les r\u00e9mun\u00e9ra\u00adtions vari\u00adables.<\/li>\n\n\n\n<li>41&nbsp;% des entre\u00adpris\u00ades assu\u00adjet\u00adties ont d\u00e9clar\u00e9 un index \u00ab&nbsp;incal\u00adcu\u00adla\u00adble&nbsp;\u00bb.<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Les sanc\u00adtions sont peu appliqu\u00e9es.<\/li>\n<\/ul>\n\n\n\n<p>Con\u00adclu\u00adsion<\/p>\n\n\n\n<p>L\u2019Index \u00e9gal\u00adit\u00e9 pro\u00adfes\u00adsion\u00adnelle 2025 est un out\u00adil cl\u00e9 pour pro\u00adgress\u00ader vers l\u2019\u00e9galit\u00e9 salar\u00adi\u00adale, mais il doit encore \u00e9voluer pour \u00eatre pleine\u00adment effi\u00adcace. Trans\u00adparence, rigueur et sanc\u00adtions sont les cl\u00e9s d\u2019une \u00e9gal\u00adit\u00e9 r\u00e9elle. Chez BOBEA, nous con\u00adtin\u00aduerons \u00e0 d\u00e9crypter les \u00e9vo\u00adlu\u00adtions l\u00e9g\u00adisla\u00adtives et \u00e0 accom\u00adpa\u00adg\u00adn\u00ader les entre\u00adpris\u00ades et salari\u00e9es vers une soci\u00e9t\u00e9 plus juste.<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Intro\u00adduc\u00adtion Depuis 2019, l\u2019Index \u00e9gal\u00adit\u00e9 pro\u00adfes\u00adsion\u00adnelle femmes-hommes est l\u2019outil phare de la poli\u00adtique d\u2019\u00e9galit\u00e9 salar\u00adi\u00adale en France. En 2025, il s\u2019impose plus que jamais comme un levi\u00ader de trans\u00adparence, d\u2019am\u00e9lioration\u2026 <\/p>\n","protected":false},"author":1,"featured_media":15940,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"wp_typography_post_enhancements_disabled":false,"footnotes":""},"categories":[52,71,73],"tags":[12078,9834,12082,12080,12073,12083,12076,12079,12081,3164],"class_list":["post-15938","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-leaders","category-on-en-parle","tag-calcul","tag-directive-europeenne","tag-ecarts-de-remuneration","tag-entreprises-50-salaries","tag-index-egalite-professionnelle-2025","tag-loi-avenir","tag-mesures-correctives","tag-obligations","tag-publication","tag-sanctions"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Index \u00e9galit\u00e9 professionnelle 2025\u202f: mode d\u2019emploi, calcul, obligations et sanctions \u2013 Tout ce que les entreprises doivent savoir - 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