{"id":64015,"date":"2026-08-14T11:38:59","date_gmt":"2026-08-14T10:38:59","guid":{"rendered":"https:\/\/www.bizneo.com\/blog\/?p=64015"},"modified":"2026-08-13T11:42:46","modified_gmt":"2026-08-13T10:42:46","slug":"index-egalite-professionnelle","status":"publish","type":"post","link":"https:\/\/www.bizneo.com\/blog\/fr\/index-egalite-professionnelle\/","title":{"rendered":"Index de l&#8217;\u00e9galit\u00e9 professionnelle (index \u00e9galit\u00e9 hommes-femmes) : calcul et obligations"},"content":{"rendered":"\n<div class=\"wp-block-group has-ast-global-color-7-background-color has-background is-layout-constrained wp-container-core-group-is-layout-ad65706f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<p class=\"wp-block-paragraph\"><strong>En bref<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>D\u00e9finition :<\/strong> une note sur 100 points mesurant les \u00e9carts de r\u00e9mun\u00e9ration et de carri\u00e8re entre femmes et hommes.<\/li>\n\n\n\n<li><strong>Entreprises concern\u00e9es :<\/strong> 50 salari\u00e9s et plus, avec 4 ou 5 indicateurs selon l&#8217;effectif.<\/li>\n\n\n\n<li><strong>Date limite :<\/strong> publication chaque ann\u00e9e avant le 1er mars.<\/li>\n\n\n\n<li><strong>Score inf\u00e9rieur \u00e0 75 :<\/strong> plan de correction obligatoire sous 3 ans.<\/li>\n\n\n\n<li><strong>Sanction :<\/strong> jusqu&#8217;\u00e0 1% de la masse salariale annuelle en cas de non-conformit\u00e9.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">L&#8217;index de l&#8217;\u00e9galit\u00e9 professionnelle, souvent appel\u00e9 <strong>index \u00e9galit\u00e9 hommes-femmes<\/strong> ou <strong>index Egapro<\/strong>, mesure chaque ann\u00e9e les \u00e9carts de r\u00e9mun\u00e9ration et de carri\u00e8re entre femmes et hommes au sein de l&#8217;entreprise. Instaur\u00e9 par la loi du 5 septembre 2018, il concerne toute entreprise d&#8217;au moins <strong>50 salari\u00e9s<\/strong>, qui doit calculer sa note sur 100 points et la publier avant le 1er mars. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En 2025, seules 2% des entreprises ont obtenu la note maximale. Un score inf\u00e9rieur \u00e0 75 points d\u00e9clenche une obligation de correction sous 3 ans, sous peine d&#8217;une p\u00e9nalit\u00e9 pouvant atteindre <strong>1% de la masse salariale annuelle<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Qu&#8217;est-ce que l&#8217;index de l&#8217;\u00e9galit\u00e9 professionnelle ?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">L&#8217;index a \u00e9t\u00e9 instaur\u00e9 par la loi <strong>\u00ab Libert\u00e9 de choisir son avenir professionnel \u00bb<\/strong> du 5 septembre 2018. Son d\u00e9ploiement s&#8217;est fait progressivement : d&#8217;abord r\u00e9serv\u00e9 aux entreprises de plus de 1 000 salari\u00e9s, il s&#8217;est \u00e9tendu aux entreprises de plus de 250 salari\u00e9s en septembre 2019, puis \u00e0 celles d&#8217;au moins 50 salari\u00e9s depuis le 1er mars 2020.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"\/fr\/tableau-de-bord-rh\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"820\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1-1024x820.webp\" alt=\"Rapports l\u2019\u00e9galit\u00e9 des salaires\" class=\"wp-image-45323\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1-1024x820.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1-300x240.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1-768x615.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1-810x649.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-egalite-salariale-1.webp 1125w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Ses r\u00e9sultats sont destin\u00e9s \u00e0 quatre publics : les <strong>salari\u00e9s<\/strong> de l&#8217;entreprise, le <strong>CSE<\/strong>, l&#8217;<strong>inspection du travail<\/strong> et le <strong>grand public<\/strong>, puisque la note doit \u00eatre visible sur le site internet de l&#8217;entreprise.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Comment calculer l&#8217;index : les indicateurs par tranche d&#8217;effectif<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le nombre d&#8217;indicateurs et leur pond\u00e9ration varient selon l&#8217;effectif de l&#8217;entreprise. Pour les entreprises de 50 \u00e0 250 salari\u00e9s, l&#8217;indicateur sur les augmentations <strong>absorbe celui des promotions<\/strong> et passe de 20 \u00e0 35 points, afin que le total reste sur 100 points.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Indicateur<\/th><th>50 \u00e0 250 salari\u00e9s<\/th><th>250 salari\u00e9s et plus<\/th><\/tr><\/thead><tbody><tr><td>\u00c9cart de r\u00e9mun\u00e9ration femmes-hommes<\/td><td>40 points<\/td><td>40 points<\/td><\/tr><tr><td>\u00c9cart de taux d&#8217;augmentations individuelles<\/td><td>35 points (inclut les promotions)<\/td><td>20 points<\/td><\/tr><tr><td>\u00c9cart de taux de promotions<\/td><td>Non applicable<\/td><td>15 points<\/td><\/tr><tr><td>Retour de cong\u00e9 maternit\u00e9<\/td><td>15 points<\/td><td>15 points<\/td><\/tr><tr><td>Parit\u00e9 parmi les 10 plus hautes r\u00e9mun\u00e9rations<\/td><td>10 points<\/td><td>10 points<\/td><\/tr><tr><td><strong>Total<\/strong><\/td><td><strong>100 points<\/strong><\/td><td><strong>100 points<\/strong><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">La plupart des donn\u00e9es n\u00e9cessaires proviennent de la <strong>Base de Donn\u00e9es \u00c9conomiques, Sociales et Environnementales<\/strong> (BDESE). Le calcul peut \u00eatre r\u00e9alis\u00e9 via le simulateur officiel <a href=\"https:\/\/egapro.travail.gouv.fr\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\" data-wpel-link=\"external\">Index Egapro<\/a>, qui int\u00e8gre l&#8217;ensemble des formules requises.<\/p>\n\n\n\n<bzn-link><a href=\"\/fr\/tableau-de-bord-rh\/\" id=\"destacado-index-egalite\" target=\"_blank\" rel=\"noopener noreferrer\" data-wpel-link=\"internal\"><span class=\"bzn-link-title\">RAPPORTS RH POUR L&#8217;\u00c9GALIT\u00c9 PROFESSIONNELLE<\/span>Centralisez les donn\u00e9es de r\u00e9mun\u00e9ration par genre et calculez vos indicateurs sans croisement manuel dans des tableurs.<\/a><\/bzn-link>\n\n\n\n<h2 class=\"wp-block-heading\">Comment publier et d\u00e9clarer son index ?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Chaque ann\u00e9e, avant le <strong>1er mars<\/strong>, l&#8217;employeur doit :<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Publier la note globale<\/strong> ainsi que le d\u00e9tail de chaque indicateur, de mani\u00e8re visible sur le site internet de l&#8217;entreprise.<\/li>\n\n\n\n<li><strong>Maintenir la publication<\/strong> en ligne au moins jusqu&#8217;\u00e0 celle de l&#8217;ann\u00e9e suivante.<\/li>\n\n\n\n<li><strong>Informer le CSE<\/strong> via la BDESE.<\/li>\n\n\n\n<li><strong>T\u00e9l\u00e9d\u00e9clarer les r\u00e9sultats<\/strong> \u00e0 l&#8217;inspection du travail (DREETS) via la plateforme Egapro.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\u00c0 d\u00e9faut de site internet, les salari\u00e9s doivent \u00eatre inform\u00e9s par tout autre moyen adapt\u00e9 : affichage, e-mail ou courrier.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Score inf\u00e9rieur \u00e0 75 ou 85 points : quelles obligations ?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le seuil de conformit\u00e9 est fix\u00e9 \u00e0 <strong>75 points sur 100<\/strong>. En dessous, l&#8217;entreprise dispose de <strong>3 ans<\/strong> pour redresser sa note et doit d\u00e9finir des mesures de correction, financi\u00e8res ou organisationnelles, via un accord n\u00e9goci\u00e9 ou, \u00e0 d\u00e9faut, une d\u00e9cision unilat\u00e9rale apr\u00e8s consultation du CSE.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Depuis la <strong>loi Rixain<\/strong>, un score inf\u00e9rieur \u00e0 <strong>85 points<\/strong> impose en plus de fixer et publier des <strong>objectifs de progression<\/strong> pour chaque indicateur n&#8217;ayant pas atteint sa note maximale.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"\/fr\/dossier-personnel\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"154\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/banner-medio-bbdd-2-1024x154.jpg\" alt=\"base de donn\u00e9es des employ\u00e9s\" class=\"wp-image-52033\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/banner-medio-bbdd-2-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/banner-medio-bbdd-2-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/banner-medio-bbdd-2-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/banner-medio-bbdd-2-810x122.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/banner-medio-bbdd-2-1140x171.jpg 1140w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2025\/01\/banner-medio-bbdd-2.jpg 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Sanctions en cas de non-publication ou de score insuffisant<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">L&#8217;absence de publication ou l&#8217;\u00e9chec, apr\u00e8s 3 ans, \u00e0 atteindre 75 points expose l&#8217;entreprise \u00e0 une <strong>p\u00e9nalit\u00e9 financi\u00e8re pouvant atteindre 1% de sa masse salariale annuelle<\/strong>, prononc\u00e9e par la DREETS.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La proc\u00e9dure suit un calendrier pr\u00e9cis : la DREETS dispose de 2 mois pour informer l&#8217;employeur de son intention de sanctionner, celui-ci a ensuite 1 mois pour pr\u00e9senter ses observations, ce d\u00e9lai pouvant \u00eatre prorog\u00e9 une fois en cas de situation complexe. Le montant final tient compte des efforts d\u00e9j\u00e0 engag\u00e9s et de la situation financi\u00e8re de l&#8217;entreprise.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"\/fr\/tableau-de-bord-rh\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"765\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-audit-RH-1024x765.webp\" alt=\"Rapport de gestion RH sur les salari\u00e9s\" class=\"wp-image-45324\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-audit-RH-1024x765.webp 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-audit-RH-300x224.webp 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-audit-RH-768x573.webp 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-audit-RH-810x605.webp 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Rapports-audit-RH.webp 1125w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Par ailleurs, ne pas mettre les indicateurs \u00e0 disposition du CSE via la BDESE peut constituer un <strong>d\u00e9lit d&#8217;entrave<\/strong>, ind\u00e9pendamment de la p\u00e9nalit\u00e9 li\u00e9e \u00e0 l&#8217;index lui-m\u00eame.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Index \u00e9galit\u00e9 professionnelle et directive transparence salariale : ne pas confondre<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">L&#8217;index mesure des \u00e9carts <strong>a posteriori<\/strong>, une fois par an, \u00e0 partir des donn\u00e9es de r\u00e9mun\u00e9ration d\u00e9j\u00e0 existantes. La <a href=\"https:\/\/www.bizneo.com\/blog\/fr\/loi-sur-la-transparence-salariale\/\" target=\"_blank\" rel=\"noopener\" data-wpel-link=\"internal\">directive europ\u00e9enne sur la transparence salariale<\/a> impose un niveau d&#8217;exigence sup\u00e9rieur et agit d\u00e8s le recrutement : fourchette salariale affich\u00e9e dans les offres d&#8217;emploi, interdiction de questionner un candidat sur son salaire pr\u00e9c\u00e9dent, et un <strong>seuil automatique de 5%<\/strong> qui d\u00e9clenche des mesures correctives obligatoires pour les entreprises de plus de 100 salari\u00e9s.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La transposition fran\u00e7aise n&#8217;est pas attendue avant fin 2027, mais les deux dispositifs vont coexister : l&#8217;index reste l&#8217;obligation en vigueur aujourd&#8217;hui, la directive vient s&#8217;y ajouter sans la remplacer.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/hello.bizneo.com\/template\/directive-europeenne-transparence-salariale\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1024\" height=\"154\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2026\/03\/banner-transparencia-FR-1024x154.jpg\" alt=\"Guide Transparence Salariale\" class=\"wp-image-62063\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2026\/03\/banner-transparencia-FR-1024x154.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2026\/03\/banner-transparencia-FR-300x45.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2026\/03\/banner-transparencia-FR-768x115.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2026\/03\/banner-transparencia-FR.jpg 1360w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Piloter l&#8217;\u00e9galit\u00e9 professionnelle avec un logiciel RH<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Bizneo HR centralise les donn\u00e9es de r\u00e9mun\u00e9ration, les cat\u00e9gories de poste et la d\u00e9mographie de l&#8217;effectif n\u00e9cessaires au calcul des indicateurs, avec des <strong>rapports segmentables par genre, anciennet\u00e9 et organisation<\/strong>, filtrables et exportables sans croisement manuel dans des tableurs.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cette centralisation permet de d\u00e9tecter un \u00e9cart avant qu&#8217;il ne p\u00e8se sur la note globale, et de documenter les crit\u00e8res de r\u00e9mun\u00e9ration en amont d&#8217;un contr\u00f4le du CSE ou de l&#8217;inspection du travail.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"\/fr\/tableau-de-bord-rh\/\" data-wpel-link=\"internal\" target=\"_blank\"><img decoding=\"async\" width=\"1360\" height=\"408\" src=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Logiciel-rapports-RH.jpg\" alt=\"Logiciel rapports RH\" class=\"wp-image-45498\" srcset=\"https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Logiciel-rapports-RH.jpg 1360w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Logiciel-rapports-RH-300x90.jpg 300w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Logiciel-rapports-RH-1024x307.jpg 1024w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Logiciel-rapports-RH-768x230.jpg 768w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Logiciel-rapports-RH-810x243.jpg 810w, https:\/\/www.bizneo.com\/blog\/wp-content\/uploads\/2024\/02\/Logiciel-rapports-RH-1140x342.jpg 1140w\" sizes=\"(max-width: 1360px) 100vw, 1360px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Questions fr\u00e9quentes sur l&#8217;index de l&#8217;\u00e9galit\u00e9 professionnelle<\/h2>\n\n\n<div class=\"wp-block-uagb-faq uagb-faq__outer-wrap uagb-block-34d540f6 uagb-faq-icon-row uagb-faq-layout-accordion uagb-faq-expand-first-true uagb-faq-inactive-other-true uagb-faq__wrap uagb-buttons-layout-wrap uagb-faq-equal-height     \" data-faqtoggle=\"true\" role=\"tablist\"><script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"FAQPage\",\"@id\":\"https:\\\/\\\/www.bizneo.com\\\/blog\\\/fr\\\/index-egalite-professionnelle\\\/\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"Que signifie \\\"index Egapro\\\" ?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Egapro est le nom de la plateforme officielle sur laquelle les entreprises d\\u00e9clarent leur index. Le terme a fini par d\\u00e9signer l'index lui-m\\u00eame dans le langage courant, mais il s'agit du m\\u00eame dispositif que l'index de l'\\u00e9galit\\u00e9 professionnelle.\"}},{\"@type\":\"Question\",\"name\":\"Une entreprise de moins de 50 salari\\u00e9s doit-elle publier un index ?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Non. Les entreprises de moins de 50 salari\\u00e9s ne sont pas concern\\u00e9es par cette obligation. Une entreprise dont l'effectif atteint 50 salari\\u00e9s dispose ensuite de 3 ans pour calculer et publier son premier index.\"}},{\"@type\":\"Question\",\"name\":\"Comment consulter l'index publi\\u00e9 par une autre entreprise ?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Les index publi\\u00e9s sont consultables sur la plateforme officielle Egapro, via son moteur de recherche par entreprise. Chaque fiche affiche la note globale ainsi que le d\\u00e9tail obtenu \\u00e0 chaque indicateur.\"}}]}<\/script><div class=\"wp-block-uagb-faq-child uagb-faq-child__outer-wrap uagb-faq-item uagb-block-9f077540 \" role=\"tab\" tabindex=\"0\"><div class=\"uagb-faq-questions-button uagb-faq-questions\">\t\t\t<span class=\"uagb-icon uagb-faq-icon-wrap\">\n\t\t\t\t\t\t\t\t<svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewBox= \"0 0 448 512\"><path d=\"M432 256c0 17.69-14.33 32.01-32 32.01H256v144c0 17.69-14.33 31.99-32 31.99s-32-14.3-32-31.99v-144H48c-17.67 0-32-14.32-32-32.01s14.33-31.99 32-31.99H192v-144c0-17.69 14.33-32.01 32-32.01s32 14.32 32 32.01v144h144C417.7 224 432 238.3 432 256z\"><\/path><\/svg>\n\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t<span class=\"uagb-icon-active uagb-faq-icon-wrap\">\n\t\t\t\t\t\t\t\t<svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewBox= \"0 0 448 512\"><path d=\"M400 288h-352c-17.69 0-32-14.32-32-32.01s14.31-31.99 32-31.99h352c17.69 0 32 14.3 32 31.99S417.7 288 400 288z\"><\/path><\/svg>\n\t\t\t\t\t\t\t<\/span>\n\t\t\t<h3 class=\"uagb-question\">Que signifie \u00abindex Egapro\u00bb ?<\/h3><\/div><div class=\"uagb-faq-content\"><p>Egapro est le nom de la plateforme officielle sur laquelle les entreprises d\u00e9clarent leur index. Le terme a fini par d\u00e9signer l&#8217;index lui-m\u00eame dans le langage courant, mais il s&#8217;agit du m\u00eame dispositif que l&#8217;index de l&#8217;\u00e9galit\u00e9 professionnelle.<\/p><\/div><\/div><div class=\"wp-block-uagb-faq-child uagb-faq-child__outer-wrap uagb-faq-item uagb-block-66b58f23 \" role=\"tab\" tabindex=\"0\"><div class=\"uagb-faq-questions-button uagb-faq-questions\">\t\t\t<span class=\"uagb-icon uagb-faq-icon-wrap\">\n\t\t\t\t\t\t\t\t<svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewBox= \"0 0 448 512\"><path d=\"M432 256c0 17.69-14.33 32.01-32 32.01H256v144c0 17.69-14.33 31.99-32 31.99s-32-14.3-32-31.99v-144H48c-17.67 0-32-14.32-32-32.01s14.33-31.99 32-31.99H192v-144c0-17.69 14.33-32.01 32-32.01s32 14.32 32 32.01v144h144C417.7 224 432 238.3 432 256z\"><\/path><\/svg>\n\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t<span class=\"uagb-icon-active uagb-faq-icon-wrap\">\n\t\t\t\t\t\t\t\t<svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewBox= \"0 0 448 512\"><path d=\"M400 288h-352c-17.69 0-32-14.32-32-32.01s14.31-31.99 32-31.99h352c17.69 0 32 14.3 32 31.99S417.7 288 400 288z\"><\/path><\/svg>\n\t\t\t\t\t\t\t<\/span>\n\t\t\t<h3 class=\"uagb-question\">Une entreprise de moins de 50 salari\u00e9s doit-elle publier un index ?<\/h3><\/div><div class=\"uagb-faq-content\"><p>Non. Les entreprises de moins de 50 salari\u00e9s ne sont pas concern\u00e9es par cette obligation. Une entreprise dont l&#8217;effectif atteint 50 salari\u00e9s dispose ensuite de 3 ans pour calculer et publier son premier index.<\/p><\/div><\/div><div class=\"wp-block-uagb-faq-child uagb-faq-child__outer-wrap uagb-faq-item uagb-block-40dc2acc \" role=\"tab\" tabindex=\"0\"><div class=\"uagb-faq-questions-button uagb-faq-questions\">\t\t\t<span class=\"uagb-icon uagb-faq-icon-wrap\">\n\t\t\t\t\t\t\t\t<svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewBox= \"0 0 448 512\"><path d=\"M432 256c0 17.69-14.33 32.01-32 32.01H256v144c0 17.69-14.33 31.99-32 31.99s-32-14.3-32-31.99v-144H48c-17.67 0-32-14.32-32-32.01s14.33-31.99 32-31.99H192v-144c0-17.69 14.33-32.01 32-32.01s32 14.32 32 32.01v144h144C417.7 224 432 238.3 432 256z\"><\/path><\/svg>\n\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t<span class=\"uagb-icon-active uagb-faq-icon-wrap\">\n\t\t\t\t\t\t\t\t<svg xmlns=\"https:\/\/www.w3.org\/2000\/svg\" viewBox= \"0 0 448 512\"><path d=\"M400 288h-352c-17.69 0-32-14.32-32-32.01s14.31-31.99 32-31.99h352c17.69 0 32 14.3 32 31.99S417.7 288 400 288z\"><\/path><\/svg>\n\t\t\t\t\t\t\t<\/span>\n\t\t\t<h3 class=\"uagb-question\">Comment consulter l&#8217;index publi\u00e9 par une autre entreprise ?<\/h3><\/div><div class=\"uagb-faq-content\"><p>Les index publi\u00e9s sont consultables sur la plateforme officielle Egapro, via son moteur de recherche par entreprise. Chaque fiche affiche la note globale ainsi que le d\u00e9tail obtenu \u00e0 chaque indicateur.<\/p><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>L&#8217;index de l&#8217;\u00e9galit\u00e9 professionnelle, aussi appel\u00e9 index \u00e9galit\u00e9 hommes-femmes, mesure chaque ann\u00e9e les \u00e9carts de r\u00e9mun\u00e9ration et de carri\u00e8re entre femmes et hommes. Obligatoire pour les entreprises de 50 salari\u00e9s et plus, il doit \u00eatre publi\u00e9 avant le 1er mars sous peine de sanctions pouvant atteindre 1% de la masse salariale.<\/p>\n","protected":false},"author":50,"featured_media":64017,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[316],"tags":[],"class_list":["post-64015","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-gestion-du-personnel"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Index \u00e9galit\u00e9 professionnelle : calcul et obligations 2026<\/title>\n<meta name=\"description\" content=\"L&#039;index de l&#039;\u00e9galit\u00e9 professionnelle (index \u00e9galit\u00e9 hommes-femmes) mesure les \u00e9carts salariaux. 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