Wage transparency: small construction companies are calling for an adapted application of the European directive

While the employers' organization affirms that it fully shares the objective of reducing pay gaps between women and men, it believes that some provisions could prove difficult to implement in small structures.

A reform that will change recruitment practices

The European directive on pay transparency includes several important changes for employers. Among the most visible measures are the obligation to state a salary or salary range in job postings, as well as a strengthening of employees' right to information on salary criteria.

Although the heaviest reporting obligations mainly concern companies with more than 100 employees, very small businesses will also be impacted by some new rules.

The specific characteristics of small businesses highlighted

For the SDI, the uniform application of devices designed for large organizations could create difficulties in small structures.

The organization points out that within a very small business, remuneration is often based on criteria that are difficult to compare from one employee to another: versatility, seniority, autonomy, responsibilities carried out on a daily basis, or even the economic situation of the company.

In many craft and construction companies, the functions held can also evolve rapidly depending on the projects, the skills acquired and the needs of the activity.

A particular challenge for the building sector

While construction companies are already facing persistent pressures on the recruitment and retention of qualified employees, several professional organizations fear a further increase in administrative obligations.

However, some industry players believe that greater transparency can also be a lever for attractiveness, particularly for young candidates and those undergoing professional retraining.

Clearer display of salaries could help improve the readability of job offers and strengthen trust between employers and employees.

Finding a balance between equality and simplicity

The debate now focuses on how to transpose the directive into French law. Representatives of very small businesses are demanding that the objectives of equal pay be maintained while providing for measures proportionate to the size of the companies.

For small construction companies, the challenge will be to reconcile new European requirements with organizations that often lack dedicated HR services.

The future law will therefore have to find a balance between transparency, the fight against wage inequalities and taking into account the economic and operational realities of very small businesses.