{"id":19242,"date":"2026-06-10T06:04:02","date_gmt":"2026-06-10T04:04:02","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=19242"},"modified":"2026-06-10T06:04:02","modified_gmt":"2026-06-10T04:04:02","slug":"tensions-internes-au-sujet-des-remunerations-les-pme-face-a-un-tournant-en-matiere-de-transparence-salariale","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/tensions-internes-au-sujet-des-remunerations-les-pme-face-a-un-tournant-en-matiere-de-transparence-salariale\/","title":{"rendered":"Tensions internes au sujet des r\u00e9mun\u00e9rations? Les PME face \u00e0 un tournant en mati\u00e8re de transparence salariale…"},"content":{"rendered":"

Alors que la Belgique n\u2019a pas respect\u00e9 l\u2019\u00e9ch\u00e9ance europ\u00e9enne du 7 juin 2026 pour la transposition de la directive, l\u2019incertitude grandit. Les r\u00e9actions sont partag\u00e9es : si une part significative des PME ne s\u2019est pas encore forg\u00e9 d\u2019avis, une PME sur trois redoute des tensions sur le lieu de travail. Les principales inqui\u00e9tudes portent sur la crainte d\u2019agitation interne et de comparaisons entre coll\u00e8gues (40%), l\u2019incertitude quant aux obligations de publication (24%), ainsi que la charge administrative et la complexit\u00e9 des structures et grilles salariales (22% chacune). <\/p>\n

Malgr\u00e9 la date butoir europ\u00e9enne du 7 juin pour transposer la directive sur la transparence salariale dans la l\u00e9gislation nationale, aucun cadre l\u00e9gal n\u2019est encore en place en Belgique ; une situation qui entretient l\u2019incertitude parmi les PME.<\/p>\n

Peu de changements en mati\u00e8re de transparence dans les PME<\/em><\/strong><\/h3>\n

Malgr\u00e9 la pression europ\u00e9enne, la pratique reste pour l\u2019instant globalement inchang\u00e9e. Pr\u00e8s de 8 PME sur 10 constatent peu ou pas d\u2019impact sur la mani\u00e8re dont on parle des salaires en interne.<\/p>\n

    \n
  • 49% des PME d\u00e9clarent qu\u2019on ne parle toujours pas des salaires<\/li>\n
  • 29% constatent que le d\u00e9bat se d\u00e9roule surtout \u00e0 l\u2019ext\u00e9rieur de l\u2019entreprise (m\u00e9dias, opinion publique)<\/li>\n
  • Seules 15% observent davantage d\u2019ouverture entre coll\u00e8gues<\/li>\n<\/ul>\n

    Lorsque la question de la transparence salariale est abord\u00e9e, c’est principalement dans un contexte formel. On peut citer par exemple les entretiens salariaux ou d’\u00e9valuation entre le travailleur et l’employeur, ou encore au sein du service des ressources humaines.<\/p>\n

    On observe toutefois des diff\u00e9rences r\u00e9gionales : en Wallonie, les salaires font nettement plus souvent l’objet de discussions sur le lieu de travail (21% des personnes interrog\u00e9es le mentionnent) que dans le reste du pays.<\/p>\n

    Des PME divis\u00e9es quant aux tensions potentielles<\/em><\/strong><\/h3>\n

    Les PME sont clairement partag\u00e9es quant \u00e0 l\u2019impact potentiel de la transparence salariale sur l\u2019ambiance de travail :<\/p>\n

      \n
    • 32% s\u2019attendent \u00e0 des tensions ou \u00e0 des conflits (dont 8 % de mani\u00e8re r\u00e9guli\u00e8re);<\/li>\n
    • 32% ne s\u2019attendent \u00e0 aucune tension;<\/li>\n
    • 35% n\u2019ont pas encore d\u2019avis sur la question.<\/li>\n<\/ul>\n

      En Flandre (34%) et \u00e0 Bruxelles (42%), la proportion de PME qui pensent que la transparence salariale ne g\u00e9n\u00e9rera pas de tensions est l\u00e9g\u00e8rement plus \u00e9lev\u00e9e.<\/p>\n

      \u00ab\u00a0Ce qui est frappant, c\u2019est que les PME se pr\u00e9occupent moins des r\u00e8gles elles-m\u00eames que de ce qui pourrait se passer en interne\u00a0\u00bb<\/em>, explique Jordane Houdart, experte PME chez SD Worx. \u00ab\u00a0Dans la pratique, la transparence salariale repose avant tout sur la confiance et la communication au sein de l\u2019entreprise. Pour les plus petites structures, il s\u2019agit moins d\u2019un exercice de reporting que d\u2019un enjeu d\u2019explication : sont-elles capables d\u2019expliquer de mani\u00e8re claire et \u00e9quitable pourquoi certaines diff\u00e9rences de r\u00e9mun\u00e9ration existent ?\u00a0\u00bb<\/em><\/p>\n

      La principale crainte : les comparaisons entre collaborateurs<\/em><\/strong><\/h3>\n

      La pr\u00e9occupation majeure des PME concerne les cons\u00e9quences que la transparence salariale pourrait avoir sur les relations entre travailleurs :<\/p>\n

        \n
      • 40% craignent des comparaisons entre coll\u00e8gues et une agitation interne;<\/li>\n
      • 24% ne savent pas pr\u00e9cis\u00e9ment quelles informations devront \u00eatre publi\u00e9es;<\/li>\n
      • 22% pointent la charge administrative suppl\u00e9mentaire;<\/li>\n
      • 22% estiment que la complexit\u00e9 des structures et \u00e9chelles salariales constitue un d\u00e9fi.<\/li>\n<\/ul>\n

        Parall\u00e8lement, un groupe important reste relativement serein : 31% des PME d\u00e9clarent n\u2019avoir aucune pr\u00e9occupation particuli\u00e8re \u00e0 ce sujet.<\/p>\n

        Certains secteurs, comme l\u2019horeca, ainsi que les PME wallonnes, indiquent plus fr\u00e9quemment que la complexit\u00e9 (par exemple li\u00e9e \u00e0 la diversit\u00e9 des fonctions ou des niveaux de r\u00e9mun\u00e9ration) repr\u00e9sente un d\u00e9fi suppl\u00e9mentaire dans la mise en \u0153uvre d\u2019une plus grande transparence salariale.<\/p>\n

        \u00ab\u00a0Pour les PME, la transparence salariale constitue un exercice d\u2019\u00e9quilibre d\u00e9licat\u00a0\u00bb,<\/em> conclut Jordane Houdart, experte PME chez SD Worx. \u00ab\u00a0\u00bb\u2019un c\u00f4t\u00e9, elles souhaitent g\u00e9rer la r\u00e9mun\u00e9ration de mani\u00e8re juste et transparente. De l\u2019autre, elles ne disposent pas toujours des m\u00eames structures RH que les grandes entreprises pour formaliser rapidement ces d\u00e9marches. Les chiffres montrent que ce n\u2019est pas tant la r\u00e9glementation elle-m\u00eame qui suscite des inqui\u00e9tudes, mais surtout son impact sur la dynamique interne. Cela explique pourquoi de nombreuses PME restent aujourd\u2019hui dans l\u2019attente. Des lignes directrices claires et un accompagnement pratique seront essentiels pour rendre cette transition r\u00e9ellement faisable pour les PME.\u00a0\u00bb<\/em><\/p>\n

         <\/p>\n

        Source: SD Worx<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

        Alors que la Belgique n\u2019a pas respect\u00e9 l\u2019\u00e9ch\u00e9ance europ\u00e9enne du 7 juin 2026 pour la transposition de la directive, l\u2019incertitude grandit. Les r\u00e9actions sont partag\u00e9es : si une part significative des PME ne s\u2019est pas encore forg\u00e9 d\u2019avis, une PME […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[65,10],"tags":[1483,374,4442,661],"yoast_head":"\nTensions internes au sujet des r\u00e9mun\u00e9rations? 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