{"id":19756,"date":"2021-03-15T12:42:32","date_gmt":"2021-03-15T11:42:32","guid":{"rendered":"https:\/\/www.voltaire-avocats.com\/index-egalite-professionnelle-parution-dun-nouveau-decret\/"},"modified":"2022-09-19T14:49:05","modified_gmt":"2022-09-19T12:49:05","slug":"index-egalite-professionnelle-parution-dun-nouveau-decret","status":"publish","type":"post","link":"https:\/\/www.voltaire-avocats.com\/fr\/index-egalite-professionnelle-parution-dun-nouveau-decret\/","title":{"rendered":"Index \u00e9galit\u00e9 professionnelle : parution d\u2019un nouveau d\u00e9cret"},"content":{"rendered":"

Le d\u00e9cret n\u00b0 2021-265 du 10 mars 2021 relatif aux mesures visant \u00e0 supprimer les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes dans l’entreprise a \u00e9t\u00e9 publi\u00e9 au JO du 11 mars dernier.<\/span><\/p>\n

<\/p>\n

Ce d\u00e9cret du 10 mars 2021 pr\u00e9cise les modalit\u00e9s de publication de l\u2019index professionnel par les entreprises.<\/span><\/p>\n

\u00a0<\/p>\n

Le d\u00e9cret indique que le score global doit appara\u00eetre de mani\u00e8re \u201c<\/span>lisible et visible<\/strong>\u201d sur le site internet des entreprises d\u2019ici le <\/span>1<\/u>er<\/u><\/sup> mai 2021<\/u>.\u00a0<\/span><\/p>\n

\u00a0<\/p>\n

Le terme \u201clisible\u201d laisse sous-entendre que les entreprises ne doivent pas communiquer leur score global sur des pages peu accessibles de leur site internet.\u00a0<\/span><\/p>\n

\u00a0<\/p>\n

A d\u00e9faut de site internet, les entreprises doivent le porter \u00e0 la connaissance de ses salari\u00e9s par tout moyen.\u00a0<\/span><\/p>\n

\u00a0<\/p>\n

Par ailleurs, le Code du travail indique que les entreprises d\u2019au moins 50 salari\u00e9s doivent publier sur leur site internet, le niveau de r\u00e9sultat de l\u2019ensemble des indicateurs pr\u00e9vus pour le calcul de l\u2019index, c\u2019est-\u00e0-dire, la note globale obtenue.\u00a0<\/span><\/p>\n

\u00a0<\/p>\n

Toutefois, le d\u00e9cret indique qu\u2019\u00e0 compter du <\/span>1<\/u>er<\/u><\/sup> juin de la m\u00eame ann\u00e9e<\/u>, le score global devra \u00eatre accompagn\u00e9 du r\u00e9sultat de <\/span>chaque indicateur <\/strong>qui le compose.\u00a0\u00a0<\/span><\/p>\n

\u00a0<\/p>\n

En outre, le d\u00e9cret pr\u00e9cise la m\u00e9thode de fixation et de publication des objectifs de progression ainsi que les mesures de correction et de rattrapage que doivent mettre en \u0153uvre les entreprises ayant b\u00e9n\u00e9fici\u00e9 des cr\u00e9dits du plan de relance.\u00a0<\/span><\/p>\n

\ufeff\u00a0\u00a0<\/p>\n

D\u00e9cret n\u00b02021-265 du 10 mars 2021 relatif aux mesures visant \u00e0 supprimer les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes dans l’entreprise et portant application de l’article 244 de la loi n\u00b0 2020-1721 du 29 d\u00e9cembre 2020 de finances pour 2021.<\/a><\/p>\n

<\/p>\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

\u00a0Le d\u00e9cret n\u00b0 2021-265 du 10 mars 2021 relatif aux mesures visant \u00e0 supprimer les \u00e9carts de r\u00e9mun\u00e9ration entre les femmes et les hommes dans l’entreprise a \u00e9t\u00e9 publi\u00e9 au JO du 11 mars dernier.<\/p>\n","protected":false},"author":3,"featured_media":19754,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","_seopress_robots_follow":"","_seopress_robots_imageindex":"","_seopress_robots_snippet":"","_seopress_robots_primary_cat":"","_seopress_robots_breadcrumbs":"","_seopress_robots_freeze_modified_date":"","_seopress_robots_custom_modified_date":"","_seopress_robots_canonical":"","_seopress_social_fb_title":"","_seopress_social_fb_desc":"","_seopress_social_fb_img":"","_seopress_social_fb_img_attachment_id":0,"_seopress_social_fb_img_width":0,"_seopress_social_fb_img_height":0,"_seopress_social_twitter_title":"","_seopress_social_twitter_desc":"","_seopress_social_twitter_img":"","_seopress_social_twitter_img_attachment_id":0,"_seopress_social_twitter_img_width":0,"_seopress_social_twitter_img_height":0,"_seopress_redirections_value":"","_seopress_redirections_enabled":"","_seopress_redirections_enabled_regex":"","_seopress_redirections_logged_status":"","_seopress_redirections_param":"","_seopress_redirections_type":0,"_seopress_analysis_target_kw":"","_seopress_news_disabled":"","_seopress_video_disabled":"","_seopress_video":[],"_seopress_pro_schemas_manual":[],"_seopress_pro_rich_snippets_disable_all":"","_seopress_pro_rich_snippets_disable":[],"_seopress_pro_schemas":[],"footnotes":""},"categories":[31],"tags":[],"class_list":["post-19756","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites-en-droit-social"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/posts\/19756","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/comments?post=19756"}],"version-history":[{"count":0,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/posts\/19756\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/media\/19754"}],"wp:attachment":[{"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/media?parent=19756"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/categories?post=19756"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.voltaire-avocats.com\/fr\/wp-json\/wp\/v2\/tags?post=19756"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}