[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}”][et_pb_row module_class=”enbref” _builder_version=”4.27.5″ custom_margin=”||5%||false|false” custom_padding=”0px|||||” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text module_class=”enbref-content” _builder_version=”4.27.6″ custom_padding=”||12%||false|false” inline_fonts=”Roboto” global_colors_info=”{}”]<\/p>\n
In brief<\/strong><\/p>\n Mandatory pay transparency, new compensation formats, socially responsible savings: compensation policies are undergoing a profound transformation in 2026. Discover the three innovations that are redefining the professional experience and employee commitment. <\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ custom_margin=”|auto|-6px|auto||” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23.1″ header_2_font=”|700|||on|||RGBA(255,255,255,0)|” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n Compensation plays a crucial role in attracting and retaining talent within organizations. Professionals are looking for jobs that offer competitive remuneration, meet their financial needs and guarantee their future stability. To remain competitive, companies need to rethink their approach to compensation. Discover 3 innovations on compensation in 2023 to redefine the professional experience and foster commitment and performance within organizations.<\/span><\/p>\n The <\/span>compensation<\/strong> is one of the key factors in attracting and retaining profiles and talent within a company. Employees are often looking for jobs that offer <\/span>competitive remuneration<\/strong> that enable them to meet their financial needs, as well as look after their families and their future.<\/span><\/p>\n By offering a <\/span>attractive remuneration<\/strong> package, the company can attract qualified candidates for the position. It can also encourage employees to stay with the company by offering <\/span>salary increases<\/strong>, bonuses <\/span>benefits<\/strong>, stock options, pension plans…<\/p>\n The <\/span> <\/span>remuneration package<\/strong> is nowadays a delicate matter, made up of several components that are important for a well-balanced remuneration package.<\/p>\n Among these components, we can mention 4:<\/p>\n <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ background_color=”#f7fbff” custom_margin=”||12%||false|false” custom_padding=”5%|5%|5%|5%|true|true” border_radii=”on|23px|23px|23px|23px” locked=”off” inline_fonts=”Roboto” global_colors_info=”{}”]<\/p>\n These components are playing an increasingly important role in HR management decisions. According to WTW’s Salary Budget Planning survey (January 2026, primary source, 900+ French companies), 65% of employers are planning individual raises in 2026 (versus 47% in 2025), and 44% are planning profit-sharing or employee savings schemes (versus 32%). Remuneration is once again a tool for strategic performance management, with individualization becoming the new norm. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n In France, there is as yet no general legal obligation for companies to make their employees’ remuneration public. However, since September 2018, the “Avenir professionnel” law has obliged companies with more than 50 employees to negotiate an agreement on professional equality between women and men every three years, which may include an obligation for salary transparency.<\/p>\n Under this agreement, companies are required to carry out an analysis of their pay practices, in order to identify any pay inequalities between men and women. They must also put in place measures to correct them and monitor progress.<\/p>\n In addition to these legal obligations, some companies may choose to make their employees’ remuneration public for reasons of transparency and fairness. This is still relatively rare in France, not least because of the culture of secrecy and the “taboo” surrounding salaries.<\/p>\n It should also be noted that pay transparency is not limited to gender equality. It can also be an effective tool for combating all forms of wage discrimination, whether related to gender, age, ethnic origin or any other protected characteristic.<\/p>\n The adjusted salary gap, i.e. the average salary of men and women with the same position, the same seniority and living in the same place, is :<\/p>\n <\/p>\n [\/et_pb_text][et_pb_image src=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2024\/08\/transparence-salariale.png” title_text=”transparency” show_bottom_space=”off” force_fullwidth=”on” _builder_version=”4.27.0″ _module_preset=”default” background_enable_image=”off” custom_margin=”0px||0px||true|false” custom_margin_tablet=”0px||0px||true|true” custom_margin_phone=”0px||0px||true|true” custom_margin_last_edited=”on|tablet” custom_padding=”0px||50px||false|true” custom_padding_tablet=”||30px||false|true” custom_padding_phone=”||||false|true” custom_padding_last_edited=”on|phone” module_alignment_tablet=”center” module_alignment_phone=”center” module_alignment_last_edited=”on|tablet” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.0″ custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ custom_margin=”|auto|-6px|auto||” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23.1″ custom_padding=”||3px|||” global_colors_info=”{}”]<\/p>\n According to Samuel Durand, lecturer on the future of work and author of Work In Progress (Eyrolles, 2022), only 8% of French companies share their <\/span>salary grids<\/strong> compared with 12% in Germany and 15% in the UK.<\/span><\/p>\n There are 4 levels ofsalary<\/strong> transparency <\/b>:<\/span><\/p>\n [\/et_pb_text][et_pb_image src=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2024\/08\/4-niveaux-de-transparence-de-salaire.png” title_text=”4-salary-transparency-levels” show_bottom_space=”off” force_fullwidth=”on” _builder_version=”4.27.0″ _module_preset=”default” background_enable_image=”off” custom_margin=”0px||0px||true|false” custom_margin_tablet=”0px||0px||true|true” custom_margin_phone=”0px||0px||true|true” custom_margin_last_edited=”on|tablet” custom_padding=”0px||50px||false|true” custom_padding_tablet=”||30px||false|true” custom_padding_phone=”||||false|true” custom_padding_last_edited=”on|phone” module_alignment_tablet=”center” module_alignment_phone=”center” module_alignment_last_edited=”on|tablet” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.0″ custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ custom_margin=”|auto|-6px|auto||” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.27.6″ header_2_font=”|700|||on|||RGBA(255,255,255,0)|” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n This transparency of salaries in a company creates an atmosphere of overall fairness and employee motivation. Employees know that they are being paid what they are worth, and that they are not at a disadvantage compared to other colleagues. Financial discrimination is one of the main causes of employee demotivation and resignation. <\/p>\n Nowadays, few companies opt for salary transparency, which presents a unique competitive advantage for the minority who do. Indeed, when recruiting, it enables candidates who apply for a position to project their potential career development throughout their time with the company. It also saves the recruiter time, as candidates who apply to this type of ad are generally in line with the remuneration offered. <\/p>\n By adopting transparent compensation policies, companies strengthen their competitiveness on the job market and attract the best talent. In this way, salary transparency helps to create a positive corporate culture focused on fairness and employee appreciation.<\/p>\n Pay transparency is often accompanied by complementary measures, such as savings plans, profit-sharing and fringe benefits, designed to promote employee loyalty and commitment.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ header_2_font=”|700|||on|||RGBA(255,255,255,0)|” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n European Directive 2023\/970, which is currently being transposed into French law, will impose new structuring obligations on all organizations:<\/p>\n A major legal change accompanies these obligations: the burden of proof is reversed. It is no longer up to the employee to prove wage discrimination, but up to the employer to demonstrate that the differences are justified by objective criteria (primary source: EU directive 2023\/970). Confidentiality clauses in employment contracts are now null and void. <\/p>\n According to the Tissot \/ PayFit HR Barometer 2026 (primary source), 52% of companies plan to address these issues in 2026, compared with just 28% who had worked on their compensation policy in 2025. Nevertheless, 38% of HR professionals anticipate tensions or negative reactions linked to its implementation. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ background_color=”#f7fbff” custom_margin=”||8%||false|false” custom_padding=”5%|5%|5%|5%|true|true” border_radii=”on|23px|23px|23px|23px” locked=”off” inline_fonts=”Roboto” global_colors_info=”{}”]<\/p>\n Point of vigilance<\/strong>: France is behind schedule in transposition. The draft law was transmitted to the social partners in March 2026, with effective entry into force expected during 2027. Nevertheless, it’s in companies’ interest to anticipate the situation now by formalizing their pay scales and development criteria (source: PayFit, April 2026). <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ header_2_font=”|700|||on|||RGBA(255,255,255,0)|” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n These challenges are fully in line with an employee-centric approach<\/a>, which places the employee at the heart of HR decisions.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ header_2_font=”|700|||on|||RGBA(255,255,255,0)|” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n We can’t talk about <\/span>compensation<\/strong> not to mention inflation and its impact on employees’ daily lives. France is currently experiencing high inflation for a number of national and international reasons. It is a major concern for the French, as it increases the cost of living and reduces purchasing power.<\/span><\/p>\n Employers are called upon to support their employees, even if it remains difficult for some companies to keep up with market trends in terms of increases for all employees.<\/p>\n One of the challenges lies in the different forms of remuneration. We are seeing the emergence of new formats for fixed remuneration.<\/p>\n One of the challenges lies in the different forms of remuneration. We are seeing the emergence of new formats for fixed remuneration:<\/p>\n Companies are also investing in social benefits that can help and relieve employees in their daily lives. These services are diverse, varied and specific to each company:<\/p>\n By recognizing the importance of compensation and benefits in the working lives of their employees, companies contribute to their motivation and commitment. These issues are part of the major challenges facing HR departments today<\/a>, as they have to reconcile attractiveness, fairness and regulatory compliance. <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ background_color=”#f7fbff” custom_margin=”||12%||false|false” custom_padding=”5%|5%|5%|5%|true|true” border_radii=”on|23px|23px|23px|23px” locked=”off” inline_fonts=”Roboto” global_colors_info=”{}”]<\/p>\n Individual annual interviews are often perceived as inefficient and a source of stress for employees. Yet they play a crucial role in the professional development, motivation and performance of teams. Find out more in our dedicated article, 3 ideas to innovate around interviews and performance<\/a><\/strong>.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ header_2_font=”|700|||on|||RGBA(255,255,255,0)|” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n More and more employees are becoming aware of environmental and social issues as citizens, and expect their employer to set an example.<\/span><\/p>\n Investment funds have economic, social and environmental impacts, depending on the companies they finance. The PEE is one of France’s leading employee savings schemes. It allows you to block a sum of money for important life events (property purchase, marriage\/PACS, birth…).<\/p>\n The PERCO is also an employee savings scheme that enables employees to build up savings, notably for their retirement.<\/p>\n The funds on offer are more or less responsible. They are assessed according to ESG (Environment, Social and Governance) criteria.<\/span><\/p>\n ESG criteria are increasingly used to assess the performance of companies and investments, as they enable environmental, social and ethical considerations to be factored into financial decision-making. Investors can thus use ESG criteria to assess the risk associated with an investment and to select companies that are better aligned with their values and objectives.<\/p>\n Companies can therefore communicate and suggest to their employees that they invest their PEE or PERCO in socially responsible funds, enabling them to finance companies that have a positive impact on their ecosystem. This gives employees the chance to get involved in social and environmental causes.<\/p>\n By integrating socially responsible savings into their <\/span>pay policy<\/strong>, companies are boosting employee satisfaction, improving <\/span>direct compensation<\/strong> <\/span>and helping to build a more sustainable future.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.6″ background_color=”#f7fbff” custom_margin=”||12%||false|false” custom_padding=”5%|5%|5%|5%|true|true” border_radii=”on|23px|23px|23px|23px” locked=”off” inline_fonts=”Roboto” global_colors_info=”{}”]<\/p>\n In the wake of the latest health crisis, employees are increasingly looking to upgrade their skills in order to renew and adapt. Companies therefore need to innovate in the field of training to meet these demands and continue to attract and retain talent. In our dedicated article, you will find \n
Compensation innovation #1: salary transparency<\/h2>\n
\n
\n
\n
\n
Pay transparency becomes a legal obligation in 2026<\/h3>\n
\n
\n
\n
\n
\n
Innovation in remuneration #2: innovative remuneration formats<\/span><\/h2>\n
Innovating fixed remuneration with new formats<\/h3>\n
\n
\n
\n
Innovative compensation and benefits<\/h3>\n
\n
\n
\n
<\/ul>\n
Innovation in compensation #3: socially responsible savings<\/h2>\n
The Plan d’\u00c9pargne Entreprise <\/strong>(PEE) and the Plan d’\u00c9pargne pour la Retraite Collectif <\/strong>(PERCO) are employee savings schemes that enable employees to build up long-term savings by investing part of their remuneration <\/strong>(profit-sharing, incentive schemes, etc.) in financial products.<\/p>\nCompany Savings Plan<\/h3>\n
The Collective Retirement Savings Plan (Plan d’\u00c9pargne pour la Retraite Collectif)<\/h3>\n
\n innovative ways to effectively support your employees in their professional development<\/a>
\n<\/strong>.<\/p>\n