The purpose of the bill is to to evolve the current framework with a greater emphasis on transparency of remuneration and on the responsibility of employers in the identification, justification and correction of gender pay gaps.

From the recruitment phase, employers will have to inform job applicants of the proposed remuneration or of a compensation range. They will no longer be able to ask for information on the current or past remuneration of candidates.

Current employees will benefit from a enhanced right to information on their remuneration and on the average levels of remuneration practiced within their category of employment. They will not have access to the individual salaries of their colleagues, but will be able to place their remuneration in relation to the average of the category to which they belong.

Any clause prohibiting an employee from disclosing information relating to his own remuneration will be prohibited.

Companies with at least 50 employees will have to measure and report indicators on gender pay gaps. The current system of the Equal Opportunities Index will be strengthened, in particular by the creation of a new indicator on the pay gap between employees in equal work or work of equal value. The first six indicators will be automatically pre-calculated from the data from the registered social declaration (DSN). 

The obligations of the companies and the deadlines to which they will be subject will vary according to their workforce, in particular between companies with 50 to 99 employees and those with at least 100 employees.

The text must now be examined by the Senate and the National Assembly.