{"id":1216128,"date":"2026-06-29T13:26:52","date_gmt":"2026-06-29T11:26:52","guid":{"rendered":"https:\/\/kohenavocats.com\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/"},"modified":"2026-06-29T14:18:35","modified_gmt":"2026-06-29T12:18:35","slug":"ecart-salaire-homme-femme-poste-egal-preuves-recours","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/","title":{"rendered":"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation"},"content":{"rendered":"<p>Une salari\u00e9e d\u00e9couvre parfois qu&#8217;un coll\u00e8gue masculin, recrut\u00e9 sur le m\u00eame poste ou plac\u00e9 au m\u00eame niveau de responsabilit\u00e9, per\u00e7oit une r\u00e9mun\u00e9ration plus \u00e9lev\u00e9e. La situation peut appara\u00eetre \u00e0 l&#8217;occasion d&#8217;une offre d&#8217;emploi publi\u00e9e par l&#8217;entreprise, d&#8217;une discussion entre coll\u00e8gues, d&#8217;une promotion refus\u00e9e, d&#8217;un entretien annuel ou d&#8217;une demande d&#8217;information sur les salaires.<\/p>\n<p>Le sujet est revenu au premier plan avec la r\u00e9forme de la transparence salariale. Mais le droit applicable existe d\u00e9j\u00e0 : \u00e0 travail \u00e9gal ou de valeur \u00e9gale, l&#8217;employeur doit assurer l&#8217;\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre les femmes et les hommes.<\/p>\n<p>La difficult\u00e9 n&#8217;est donc pas seulement de dire qu&#8217;un \u00e9cart existe. Il faut identifier le bon comparateur, r\u00e9unir les pi\u00e8ces utiles, comprendre ce que l&#8217;employeur peut opposer, puis choisir le bon recours.<\/p>\n<h2>Le principe : m\u00eame travail ou travail de valeur \u00e9gale<\/h2>\n<p>L&#8217;article L.3221-2 du Code du travail pr\u00e9voit que tout employeur assure, pour un m\u00eame travail ou pour un travail de valeur \u00e9gale, l&#8217;\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre les femmes et les hommes.<\/p>\n<p>Le texte ne se limite pas aux salari\u00e9s qui portent exactement le m\u00eame intitul\u00e9 de poste. L&#8217;article L.3221-4 du Code du travail vise les travaux de valeur \u00e9gale, c&#8217;est-\u00e0-dire ceux qui exigent un ensemble comparable de connaissances professionnelles, de capacit\u00e9s issues de l&#8217;exp\u00e9rience, de responsabilit\u00e9s et de charge physique ou nerveuse.<\/p>\n<p>En pratique, il faut donc comparer la r\u00e9alit\u00e9 du travail effectu\u00e9.<\/p>\n<p>Deux salari\u00e9s peuvent avoir des intitul\u00e9s diff\u00e9rents mais accomplir des missions de valeur \u00e9gale. \u00c0 l&#8217;inverse, deux salari\u00e9s peuvent porter le m\u00eame intitul\u00e9 sans \u00eatre r\u00e9ellement comparables si l&#8217;un a des responsabilit\u00e9s plus lourdes, une anciennet\u00e9 tr\u00e8s diff\u00e9rente, une expertise rare ou un p\u00e9rim\u00e8tre objectif plus \u00e9tendu.<\/p>\n<p>La Cour de cassation a rappel\u00e9 le 4 f\u00e9vrier 2026 que la comparaison doit porter sur la valeur des fonctions effectivement exerc\u00e9es, au regard des crit\u00e8res de l&#8217;article L.3221-4 du Code du travail. La seule lecture des grilles de classification ne suffit pas toujours si elle ne v\u00e9rifie pas concr\u00e8tement les fonctions exerc\u00e9es.<\/p>\n<p>Source : <a href=\"https:\/\/www.courdecassation.fr\/decision\/698357a0cdc6046d47e1c04f\">Cass. soc., 4 f\u00e9vrier 2026, n\u00b0 24-15.125<\/a>.<\/p>\n<h2>Quel salaire comparer ?<\/h2>\n<p>La r\u00e9mun\u00e9ration ne se limite pas au salaire de base.<\/p>\n<p>Il faut regarder :<\/p>\n<ul>\n<li>le salaire fixe mensuel ;<\/li>\n<li>les primes ;<\/li>\n<li>la part variable ;<\/li>\n<li>les bonus ;<\/li>\n<li>les avantages en nature ;<\/li>\n<li>les gratifications ;<\/li>\n<li>les augmentations obtenues sur plusieurs ann\u00e9es ;<\/li>\n<li>les promotions et changements de coefficient ;<\/li>\n<li>les avantages li\u00e9s au poste.<\/li>\n<\/ul>\n<p>Un \u00e9cart apparemment faible sur le salaire mensuel peut devenir important si le coll\u00e8gue masculin b\u00e9n\u00e9ficie d&#8217;une part variable plus \u00e9lev\u00e9e, de primes r\u00e9currentes ou d&#8217;une progression salariale plus rapide.<\/p>\n<p>La comparaison doit aussi \u00eatre faite sur une p\u00e9riode suffisamment longue. Une photographie \u00e0 un instant donn\u00e9 ne suffit pas toujours. Une stagnation sur trois ans, alors que les autres salari\u00e9s comparables progressent, peut \u00eatre plus parlante qu&#8217;un seul bulletin de paie.<\/p>\n<p>Dans un arr\u00eat du 29 janvier 2026, la cour d&#8217;appel de Versailles a retenu une in\u00e9galit\u00e9 salariale apr\u00e8s une analyse des salaires fixes, variables, \u00e9volutions annuelles, \u00e9valuations et promotions d&#8217;un panel de salari\u00e9s comparables. L&#8217;employeur a \u00e9t\u00e9 condamn\u00e9 \u00e0 indemniser le salari\u00e9 concern\u00e9.<\/p>\n<p>Source : <a href=\"https:\/\/www.courdecassation.fr\/decision\/697c4a4ecdc6046d4736555f\">CA Versailles, 29 janvier 2026, n\u00b0 24\/00491<\/a>.<\/p>\n<h2>Les preuves \u00e0 r\u00e9unir avant d&#8217;agir<\/h2>\n<p>Le salari\u00e9 n&#8217;a pas \u00e0 prouver seul l&#8217;int\u00e9gralit\u00e9 de la discrimination ou de l&#8217;in\u00e9galit\u00e9. Il doit pr\u00e9senter des \u00e9l\u00e9ments de fait laissant supposer l&#8217;existence d&#8217;un \u00e9cart injustifi\u00e9. Ensuite, l&#8217;employeur doit justifier sa d\u00e9cision par des \u00e9l\u00e9ments objectifs \u00e9trangers \u00e0 toute discrimination.<\/p>\n<p>Les pi\u00e8ces utiles sont souvent les suivantes :<\/p>\n<ul>\n<li>les bulletins de paie du salari\u00e9 ;<\/li>\n<li>les avenants de r\u00e9mun\u00e9ration ;<\/li>\n<li>les entretiens annuels ;<\/li>\n<li>les courriels sur les augmentations ;<\/li>\n<li>les organigrammes ;<\/li>\n<li>les fiches de poste ;<\/li>\n<li>les offres d&#8217;emploi publi\u00e9es par l&#8217;entreprise ;<\/li>\n<li>les grilles internes ;<\/li>\n<li>les accords collectifs ;<\/li>\n<li>les informations CSE, lorsqu&#8217;elles existent ;<\/li>\n<li>les \u00e9changes dans lesquels un \u00e9cart de r\u00e9mun\u00e9ration est \u00e9voqu\u00e9 ;<\/li>\n<li>les \u00e9l\u00e9ments publics sur les fourchettes de salaire.<\/li>\n<\/ul>\n<p>Il faut \u00e9viter deux erreurs.<\/p>\n<p>La premi\u00e8re consiste \u00e0 agir avec une simple impression : &#8220;je pense qu&#8217;il gagne plus que moi&#8221;. Cette formule ne suffit pas. Il faut des indices concrets.<\/p>\n<p>La seconde consiste \u00e0 voler ou d\u00e9tourner des documents confidentiels sans n\u00e9cessit\u00e9. Les pi\u00e8ces doivent \u00eatre obtenues loyalement ou, \u00e0 tout le moins, \u00eatre strictement n\u00e9cessaires \u00e0 la d\u00e9fense du salari\u00e9 et proportionn\u00e9es au but poursuivi. Si les documents manquent, une strat\u00e9gie proc\u00e9durale peut \u00eatre envisag\u00e9e.<\/p>\n<h2>Peut-on demander le salaire de ses coll\u00e8gues ?<\/h2>\n<p>Un salari\u00e9 peut interroger son employeur sur les \u00e9l\u00e9ments permettant de comprendre sa r\u00e9mun\u00e9ration et les crit\u00e8res d&#8217;augmentation.<\/p>\n<p>Avec la r\u00e9forme de la transparence salariale, la question devient plus fr\u00e9quente. Mais m\u00eame avant l&#8217;entr\u00e9e compl\u00e8te du nouveau r\u00e9gime, le salari\u00e9 peut d\u00e9j\u00e0 pr\u00e9parer une demande pr\u00e9cise : poste comparable, anciennet\u00e9, coefficient, niveau de responsabilit\u00e9, primes, objectifs, part variable et crit\u00e8res d&#8217;\u00e9volution.<\/p>\n<p>L&#8217;objectif n&#8217;est pas de r\u00e9clamer toutes les fiches de paie de l&#8217;entreprise. Il est de demander les \u00e9l\u00e9ments n\u00e9cessaires pour v\u00e9rifier si l&#8217;\u00e9cart repose sur une raison objective.<\/p>\n<p>Pour aller plus loin sur le droit d&#8217;obtenir des informations salariales, voir aussi notre article sur la <a href=\"https:\/\/kohenavocats.com\/transparence-salariale-2026-demander-salaire-collegues-discrimination\/\">demande du salaire de coll\u00e8gues et la discrimination<\/a>.<\/p>\n<h2>Ce que l&#8217;employeur peut invoquer pour justifier l&#8217;\u00e9cart<\/h2>\n<p>Un \u00e9cart de salaire n&#8217;est pas automatiquement interdit.<\/p>\n<p>L&#8217;employeur peut invoquer une diff\u00e9rence objective, par exemple :<\/p>\n<ul>\n<li>une anciennet\u00e9 plus \u00e9lev\u00e9e ;<\/li>\n<li>une exp\u00e9rience professionnelle particuli\u00e8re ;<\/li>\n<li>un dipl\u00f4me utile au poste ;<\/li>\n<li>une responsabilit\u00e9 plus large ;<\/li>\n<li>une charge de travail distincte ;<\/li>\n<li>une technicit\u00e9 sp\u00e9cifique ;<\/li>\n<li>une performance objectiv\u00e9e ;<\/li>\n<li>une affectation sur un p\u00e9rim\u00e8tre plus exigeant ;<\/li>\n<li>une \u00e9volution de carri\u00e8re diff\u00e9rente.<\/li>\n<\/ul>\n<p>Mais ces raisons doivent \u00eatre concr\u00e8tes, pertinentes et v\u00e9rifiables.<\/p>\n<p>Une justification vague ne suffit pas. Il ne suffit pas d&#8217;\u00e9crire que le coll\u00e8gue est &#8220;plus exp\u00e9riment\u00e9&#8221; si l&#8217;entreprise ne produit aucun \u00e9l\u00e9ment s\u00e9rieux sur ses fonctions, ses r\u00e9sultats, son p\u00e9rim\u00e8tre ou son niveau de responsabilit\u00e9.<\/p>\n<p>La cour d&#8217;appel de Lyon l&#8217;a rappel\u00e9 le 5 d\u00e9cembre 2025 : lorsque le salari\u00e9 apporte des \u00e9l\u00e9ments susceptibles de caract\u00e9riser une in\u00e9galit\u00e9, l&#8217;employeur doit rapporter la preuve d&#8217;\u00e9l\u00e9ments objectifs, pertinents et mat\u00e9riellement v\u00e9rifiables.<\/p>\n<p>Source : <a href=\"https:\/\/www.courdecassation.fr\/decision\/6933f239406d06a9f72e787d\">CA Lyon, 5 d\u00e9cembre 2025, n\u00b0 22\/07699<\/a>.<\/p>\n<h2>Quelle d\u00e9marche avant les prud&#8217;hommes ?<\/h2>\n<p>Avant de saisir le conseil de prud&#8217;hommes, il faut souvent proc\u00e9der par \u00e9tapes.<\/p>\n<p>La premi\u00e8re \u00e9tape consiste \u00e0 reconstruire la chronologie : date d&#8217;embauche, postes occup\u00e9s, coefficients, augmentations, \u00e9valuations, changement de sup\u00e9rieur hi\u00e9rarchique, promotions refus\u00e9es, cong\u00e9s maternit\u00e9 \u00e9ventuels, retours de cong\u00e9 parental, demandes d&#8217;augmentation et r\u00e9ponses de l&#8217;employeur.<\/p>\n<p>La deuxi\u00e8me \u00e9tape consiste \u00e0 identifier les comparateurs. Le bon comparateur n&#8217;est pas toujours &#8220;le coll\u00e8gue qui gagne le plus&#8221;. C&#8217;est le salari\u00e9 plac\u00e9 dans une situation comparable, avec un travail \u00e9gal ou de valeur \u00e9gale.<\/p>\n<p>La troisi\u00e8me \u00e9tape consiste \u00e0 envoyer une demande \u00e9crite sobre. Elle peut porter sur les crit\u00e8res de r\u00e9mun\u00e9ration, les raisons de l&#8217;\u00e9cart, les modalit\u00e9s de progression salariale et, si n\u00e9cessaire, la r\u00e9gularisation demand\u00e9e.<\/p>\n<p>La quatri\u00e8me \u00e9tape consiste \u00e0 chiffrer. Le rappel de salaire peut porter sur plusieurs ann\u00e9es, sous r\u00e9serve des r\u00e8gles de prescription applicables. Il faut comparer mois par mois ou ann\u00e9e par ann\u00e9e, en int\u00e9grant les primes et les variables lorsque l&#8217;\u00e9cart les concerne.<\/p>\n<h2>Article 145 : obtenir les pi\u00e8ces avant le proc\u00e8s<\/h2>\n<p>Lorsque le salari\u00e9 sait qu&#8217;un \u00e9cart existe mais ne dispose pas des \u00e9l\u00e9ments pr\u00e9cis, une mesure d&#8217;instruction peut \u00eatre demand\u00e9e avant tout proc\u00e8s sur le fond, sur le fondement de l&#8217;article 145 du Code de proc\u00e9dure civile.<\/p>\n<p>Cette d\u00e9marche peut viser des bulletins anonymis\u00e9s, des tableaux de r\u00e9mun\u00e9ration, des \u00e9l\u00e9ments de classification ou des donn\u00e9es permettant de comparer des salari\u00e9s plac\u00e9s dans une situation \u00e9quivalente.<\/p>\n<p>La demande doit \u00eatre cibl\u00e9e. Un juge acceptera plus facilement une mesure limit\u00e9e \u00e0 quelques postes comparables qu&#8217;une demande g\u00e9n\u00e9rale sur tous les salaires de l&#8217;entreprise.<\/p>\n<p>Cette \u00e9tape peut \u00eatre utile lorsqu&#8217;un employeur refuse toute transparence alors que plusieurs indices existent : offre d&#8217;emploi avec une fourchette plus haute, organigramme stable, m\u00eame intitul\u00e9 de poste, m\u00eames missions, anciennet\u00e9 comparable et progression diff\u00e9rente.<\/p>\n<h2>Quels recours devant le conseil de prud&#8217;hommes ?<\/h2>\n<p>Le salari\u00e9 peut demander :<\/p>\n<ul>\n<li>un rappel de salaire ;<\/li>\n<li>les cong\u00e9s pay\u00e9s aff\u00e9rents ;<\/li>\n<li>des dommages et int\u00e9r\u00eats si l&#8217;in\u00e9galit\u00e9 a caus\u00e9 un pr\u00e9judice distinct ;<\/li>\n<li>la communication de pi\u00e8ces ;<\/li>\n<li>la r\u00e9gularisation de sa classification ou de son coefficient si le litige le justifie ;<\/li>\n<li>la nullit\u00e9 ou l&#8217;indemnisation d&#8217;une mesure discriminatoire lorsqu&#8217;elle est li\u00e9e au sexe, \u00e0 la grossesse, \u00e0 la situation de famille ou \u00e0 un autre motif prohib\u00e9.<\/li>\n<\/ul>\n<p>Lorsque l&#8217;\u00e9cart est li\u00e9 au sexe, le r\u00e9gime de preuve de la discrimination peut s&#8217;appliquer. L&#8217;article L.1134-1 du Code du travail pr\u00e9voit que le salari\u00e9 pr\u00e9sente des \u00e9l\u00e9ments laissant supposer une discrimination ; l&#8217;employeur doit ensuite prouver que sa d\u00e9cision repose sur des \u00e9l\u00e9ments objectifs \u00e9trangers \u00e0 toute discrimination.<\/p>\n<p>La strat\u00e9gie d\u00e9pend donc du dossier.<\/p>\n<p>Dans certains cas, l&#8217;angle principal sera &#8220;\u00e0 travail \u00e9gal, salaire \u00e9gal&#8221;. Dans d&#8217;autres, il faudra viser une discrimination salariale entre femmes et hommes. Dans d&#8217;autres encore, l&#8217;\u00e9cart r\u00e9v\u00e9lera surtout une mauvaise classification conventionnelle.<\/p>\n<h2>Paris et \u00cele-de-France : o\u00f9 agir ?<\/h2>\n<p>Pour un salari\u00e9 travaillant \u00e0 Paris, le conseil de prud&#8217;hommes de Paris est souvent comp\u00e9tent. En \u00cele-de-France, la comp\u00e9tence peut d\u00e9pendre du lieu de travail habituel, du si\u00e8ge de l&#8217;employeur ou du lieu o\u00f9 l&#8217;engagement a \u00e9t\u00e9 contract\u00e9.<\/p>\n<p>Avant toute saisine, il faut pr\u00e9parer un dossier lisible :<\/p>\n<ul>\n<li>contrat et avenants ;<\/li>\n<li>bulletins de paie ;<\/li>\n<li>fiches de poste ;<\/li>\n<li>\u00e9valuations ;<\/li>\n<li>\u00e9l\u00e9ments sur les coll\u00e8gues comparables ;<\/li>\n<li>\u00e9changes avec l&#8217;employeur ;<\/li>\n<li>convention collective ;<\/li>\n<li>tableau de chiffrage.<\/li>\n<\/ul>\n<p>Le cabinet intervient en droit du travail \u00e0 Paris et en \u00cele-de-France, notamment pour les litiges de r\u00e9mun\u00e9ration, discrimination salariale, in\u00e9galit\u00e9 de traitement et contentieux prud&#8217;homal. Vous pouvez consulter notre page d\u00e9di\u00e9e au <a href=\"https:\/\/kohenavocats.com\/avocats-droit-social-paris\/\">droit du travail<\/a>.<\/p>\n<h2>Que faire si vous d\u00e9couvrez un \u00e9cart ?<\/h2>\n<p>Il ne faut pas commencer par une accusation g\u00e9n\u00e9rale.<\/p>\n<p>Il faut d&#8217;abord figer les preuves : bulletins, mails, \u00e9valuations, organigrammes, offres d&#8217;emploi, captures dat\u00e9es, grilles salariales et convention collective.<\/p>\n<p>Il faut ensuite d\u00e9terminer si l&#8217;\u00e9cart concerne le salaire fixe, les primes, la part variable ou l&#8217;\u00e9volution de carri\u00e8re.<\/p>\n<p>Il faut enfin identifier le bon recours : demande amiable, mise en demeure, mesure d&#8217;instruction, saisine prud&#8217;homale ou n\u00e9gociation de sortie si le contrat est d\u00e9j\u00e0 fragilis\u00e9.<\/p>\n<p>Un dossier bien pr\u00e9par\u00e9 change le rapport de force. L&#8217;employeur ne peut pas se contenter d&#8217;une r\u00e9ponse vague lorsque les comparateurs, les p\u00e9riodes et les montants sont pr\u00e9cis\u00e9ment identifi\u00e9s.<\/p>\n<h2>Besoin d&#8217;un avis rapide sur votre dossier.<\/h2>\n<p>Vous avez d\u00e9couvert un \u00e9cart de salaire avec un coll\u00e8gue plac\u00e9 sur un poste comparable, ou votre employeur refuse d&#8217;expliquer votre r\u00e9mun\u00e9ration.<\/p>\n<p>Le cabinet peut analyser vos pi\u00e8ces et vous indiquer les recours envisageables lors d&#8217;une consultation t\u00e9l\u00e9phonique en 48 heures avec un avocat du cabinet.<\/p>\n<p>Appelez le cabinet au <a href=\"tel:+33689113445\">06 89 11 34 45<\/a> ou utilisez la <a href=\"https:\/\/kohenavocats.com\/contactez-nous\/\">page contact du cabinet Kohen Avocats<\/a>.<\/p>\n<section class=\"closing\" id=\"envoyer-pieces\" style=\"margin:48px 0 36px;padding:48px 36px;text-align:center;border-radius:24px;background:radial-gradient(circle at 50% 0%,rgba(0,0,204,0.08) 0%,transparent 60%),rgba(255,255,255,0.72);border:1px solid rgba(10,10,10,0.08);\">\n<div class=\"closing-heading\" role=\"heading\" aria-level=\"2\" style=\"font-size:clamp(30px,4vw,44px);line-height:1.18;font-weight:700;margin:0 0 18px;letter-spacing:-0.022em;color:#1B1B1B;font-family:Lato,sans-serif;\">Envoyez vos pi\u00e8ces. Recevez une <span class=\"nowrap\" style=\"white-space:nowrap;\"><span class=\"tag\" style=\"display:inline-block;background:#0000CC;color:#fff;padding:2px 14px 5px;border-radius:10px;font-weight:700;letter-spacing:-0.005em;box-shadow:0 6px 20px rgba(0,0,204,.10);\">strat\u00e9gie<\/span>.<\/span><\/div>\n<p>Transmettez les pi\u00e8ces de votre dossier au cabinet. Ma\u00eetre Hassan KOHEN vous r\u00e9pond personnellement sous 24 heures avec une premi\u00e8re analyse strat\u00e9gique.<\/p>\n<div class=\"cta-row\" style=\"display:flex;flex-wrap:wrap;gap:12px;justify-content:center;margin:24px 0;\"><a class=\"cta cta-primary\" href=\"tel:+33689113445\" style=\"display:inline-block;padding:14px 26px;background:#0000CC;color:#ffffff;border-radius:10px;text-decoration:none;font-weight:700;box-shadow:0 10px 30px rgba(0,0,204,0.18);\">Appeler maintenant \u2192<\/a><a class=\"cta cta-secondary\" href=\"mailto:contact@kohenavocats.com?subject=Demande%20d%27analyse\" style=\"display:inline-block;padding:14px 26px;background:rgba(255,255,255,0.95);color:#1B1B1B;border:1px solid rgba(10,10,10,0.12);border-radius:10px;text-decoration:none;font-weight:700;\">\u00c9crire au cabinet<\/a><\/div>\n<div class=\"promises\" style=\"display:grid;grid-template-columns:repeat(4,1fr);gap:14px;max-width:880px;margin:30px auto 12px;font-size:14px;color:#4A4A4A;font-weight:700;\">\n<div class=\"promise\">Premi\u00e8re analyse offerte<\/div>\n<div class=\"promise\">R\u00e9ponse personnelle sous 24 h<\/div>\n<div class=\"promise\">100 % confidentiel<\/div>\n<div class=\"promise\">Jusqu&#8217;\u00e0 1 Go de pi\u00e8ces<\/div>\n<\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>Vous avez d\u00e9couvert un \u00e9cart de salaire avec un coll\u00e8gue masculin plac\u00e9 sur un poste comparable ? Voici les preuves \u00e0 r\u00e9unir, les recours prud&#8217;homaux et les demandes possibles.<\/p>\n","protected":false},"author":232070755,"featured_media":9443,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_kj_source_type":"","_kj_official_id":"","_kj_official_url":"","_kj_judilibre_id":"","_kj_jur":"","_kj_lieu":"","_kj_chambre":"","_kj_rg":"","_kj_date":"","_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[7096,6995,7123,6580,6718,6992],"tags":[],"class_list":["post-1216128","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-code-des-assurances","category-decryptage","category-droit-du-travail","category-droit-social","category-social","category-travail"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.9 (Yoast SEO v27.9) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation\" \/>\n<meta property=\"og:description\" content=\"Vous avez d\u00e9couvert un \u00e9cart de salaire avec un coll\u00e8gue masculin plac\u00e9 sur un poste comparable ? Voici les preuves \u00e0 r\u00e9unir, les recours prud&#039;homaux et les demandes possibles.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/\" \/>\n<meta property=\"og:site_name\" content=\"Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris\" \/>\n<meta property=\"article:published_time\" content=\"2026-06-29T11:26:52+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-06-29T12:18:35+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/mohamed-nohassi-hj1WiuQsWzY-unsplash.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"6528\" \/>\n\t<meta property=\"og:image:height\" content=\"3780\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"author\" content=\"Kohen\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Kohen\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"10 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/\"},\"author\":{\"name\":\"Kohen\",\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/#\\\/schema\\\/person\\\/761c9ba54fa1ca84d405cef0831ff751\"},\"headline\":\"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation\",\"datePublished\":\"2026-06-29T11:26:52+00:00\",\"dateModified\":\"2026-06-29T12:18:35+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/\"},\"wordCount\":2079,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/kohenavocats.com\\\/wp-content\\\/uploads\\\/2024\\\/11\\\/mohamed-nohassi-hj1WiuQsWzY-unsplash.webp\",\"articleSection\":[\"Code des assurances\",\"D\u00e9cryptage\",\"Droit du travail\",\"Droit Social\",\"Social\",\"Travail\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/#respond\"]}],\"citation\":\"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation\",\"about\":[{\"@type\":\"Thing\",\"name\":\"Code des assurances\"},{\"@type\":\"Thing\",\"name\":\"D\u00e9cryptage\"},{\"@type\":\"Thing\",\"name\":\"Droit du travail\"},{\"@type\":\"Thing\",\"name\":\"Droit Social\"},{\"@type\":\"Thing\",\"name\":\"Social\"},{\"@type\":\"Thing\",\"name\":\"Travail\"}],\"speakable\":{\"@type\":\"SpeakableSpecification\",\"cssSelector\":[\".article-content > p:first-of-type\"]}},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/\",\"url\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/\",\"name\":\"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/kohenavocats.com\\\/wp-content\\\/uploads\\\/2024\\\/11\\\/mohamed-nohassi-hj1WiuQsWzY-unsplash.webp\",\"datePublished\":\"2026-06-29T11:26:52+00:00\",\"dateModified\":\"2026-06-29T12:18:35+00:00\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/#primaryimage\",\"url\":\"https:\\\/\\\/kohenavocats.com\\\/wp-content\\\/uploads\\\/2024\\\/11\\\/mohamed-nohassi-hj1WiuQsWzY-unsplash.webp\",\"contentUrl\":\"https:\\\/\\\/kohenavocats.com\\\/wp-content\\\/uploads\\\/2024\\\/11\\\/mohamed-nohassi-hj1WiuQsWzY-unsplash.webp\",\"width\":6528,\"height\":3780},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/ecart-salaire-homme-femme-poste-egal-preuves-recours\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/criminal-law-attorneys-in-paris-counsel-and-strategic-defense\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/#website\",\"url\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/\",\"name\":\"Kohen Avocats\",\"description\":\"Ma\u00eetre Hassan Kohen, avocat p\u00e9naliste \u00e0 Paris, intervient exclusivement en droit p\u00e9nal pour la d\u00e9fense des particuliers, notamment en mati\u00e8re d\u2019accusations de viol. Il assure un accompagnement rigoureux d\u00e8s la garde \u00e0 vue jusqu\u2019\u00e0 la Cour d\u2019assises, veillant au strict respect des garanties proc\u00e9durales.\",\"publisher\":{\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/#organization\",\"name\":\"Kohen Avocats\",\"url\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/kohenavocats.com\\\/wp-content\\\/uploads\\\/2026\\\/05\\\/Logo-Kohen-1000.webp\",\"contentUrl\":\"https:\\\/\\\/kohenavocats.com\\\/wp-content\\\/uploads\\\/2026\\\/05\\\/Logo-Kohen-1000.webp\",\"width\":1000,\"height\":1000,\"caption\":\"Kohen Avocats\"},\"image\":{\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/#\\\/schema\\\/logo\\\/image\\\/\"}},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/#\\\/schema\\\/person\\\/761c9ba54fa1ca84d405cef0831ff751\",\"name\":\"Kohen\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/1c5e76ef76bbbfdd2b4da984e2bf2fa4056fd51a27d25ce2c332047f1dfd6e00?s=96&d=identicon&r=g\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/1c5e76ef76bbbfdd2b4da984e2bf2fa4056fd51a27d25ce2c332047f1dfd6e00?s=96&d=identicon&r=g\",\"contentUrl\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/1c5e76ef76bbbfdd2b4da984e2bf2fa4056fd51a27d25ce2c332047f1dfd6e00?s=96&d=identicon&r=g\",\"caption\":\"Kohen\"},\"sameAs\":[\"https:\\\/\\\/www.linkedin.com\\\/in\\\/hassan-kohen-448548192\\\/\",\"https:\\\/\\\/www.youtube.com\\\/@Kohen-Avocats\"],\"url\":\"https:\\\/\\\/kohenavocats.com\\\/en\\\/author\\\/kohenmlk\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/","og_locale":"en_US","og_type":"article","og_title":"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation","og_description":"Vous avez d\u00e9couvert un \u00e9cart de salaire avec un coll\u00e8gue masculin plac\u00e9 sur un poste comparable ? Voici les preuves \u00e0 r\u00e9unir, les recours prud'homaux et les demandes possibles.","og_url":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/","og_site_name":"Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris","article_published_time":"2026-06-29T11:26:52+00:00","article_modified_time":"2026-06-29T12:18:35+00:00","og_image":[{"width":6528,"height":3780,"url":"https:\/\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/mohamed-nohassi-hj1WiuQsWzY-unsplash.webp","type":"image\/webp"}],"author":"Kohen","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Kohen","Est. reading time":"10 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/#article","isPartOf":{"@id":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/"},"author":{"name":"Kohen","@id":"https:\/\/kohenavocats.com\/en\/#\/schema\/person\/761c9ba54fa1ca84d405cef0831ff751"},"headline":"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation","datePublished":"2026-06-29T11:26:52+00:00","dateModified":"2026-06-29T12:18:35+00:00","mainEntityOfPage":{"@id":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/"},"wordCount":2079,"commentCount":0,"publisher":{"@id":"https:\/\/kohenavocats.com\/en\/#organization"},"image":{"@id":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/#primaryimage"},"thumbnailUrl":"https:\/\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/mohamed-nohassi-hj1WiuQsWzY-unsplash.webp","articleSection":["Code des assurances","D\u00e9cryptage","Droit du travail","Droit Social","Social","Travail"],"inLanguage":"en-US","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/#respond"]}],"citation":"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation","about":[{"@type":"Thing","name":"Code des assurances"},{"@type":"Thing","name":"D\u00e9cryptage"},{"@type":"Thing","name":"Droit du travail"},{"@type":"Thing","name":"Droit Social"},{"@type":"Thing","name":"Social"},{"@type":"Thing","name":"Travail"}],"speakable":{"@type":"SpeakableSpecification","cssSelector":[".article-content > p:first-of-type"]}},{"@type":"WebPage","@id":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/","url":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/","name":"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation - Ma\u00eetre Hassan Kohen, avocat en droit p\u00e9nal \u00e0 Paris","isPartOf":{"@id":"https:\/\/kohenavocats.com\/en\/#website"},"primaryImageOfPage":{"@id":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/#primaryimage"},"image":{"@id":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/#primaryimage"},"thumbnailUrl":"https:\/\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/mohamed-nohassi-hj1WiuQsWzY-unsplash.webp","datePublished":"2026-06-29T11:26:52+00:00","dateModified":"2026-06-29T12:18:35+00:00","breadcrumb":{"@id":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/#primaryimage","url":"https:\/\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/mohamed-nohassi-hj1WiuQsWzY-unsplash.webp","contentUrl":"https:\/\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/mohamed-nohassi-hj1WiuQsWzY-unsplash.webp","width":6528,"height":3780},{"@type":"BreadcrumbList","@id":"https:\/\/kohenavocats.com\/en\/ecart-salaire-homme-femme-poste-egal-preuves-recours\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/kohenavocats.com\/en\/criminal-law-attorneys-in-paris-counsel-and-strategic-defense\/"},{"@type":"ListItem","position":2,"name":"\u00c9cart de salaire homme-femme \u00e0 poste \u00e9gal : preuves, recours et indemnisation"}]},{"@type":"WebSite","@id":"https:\/\/kohenavocats.com\/en\/#website","url":"https:\/\/kohenavocats.com\/en\/","name":"Kohen Avocats","description":"Ma\u00eetre Hassan Kohen, avocat p\u00e9naliste \u00e0 Paris, intervient exclusivement en droit p\u00e9nal pour la d\u00e9fense des particuliers, notamment en mati\u00e8re d\u2019accusations de viol. Il assure un accompagnement rigoureux d\u00e8s la garde \u00e0 vue jusqu\u2019\u00e0 la Cour d\u2019assises, veillant au strict respect des garanties proc\u00e9durales.","publisher":{"@id":"https:\/\/kohenavocats.com\/en\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/kohenavocats.com\/en\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/kohenavocats.com\/en\/#organization","name":"Kohen Avocats","url":"https:\/\/kohenavocats.com\/en\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/kohenavocats.com\/en\/#\/schema\/logo\/image\/","url":"https:\/\/kohenavocats.com\/wp-content\/uploads\/2026\/05\/Logo-Kohen-1000.webp","contentUrl":"https:\/\/kohenavocats.com\/wp-content\/uploads\/2026\/05\/Logo-Kohen-1000.webp","width":1000,"height":1000,"caption":"Kohen Avocats"},"image":{"@id":"https:\/\/kohenavocats.com\/en\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"https:\/\/kohenavocats.com\/en\/#\/schema\/person\/761c9ba54fa1ca84d405cef0831ff751","name":"Kohen","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/1c5e76ef76bbbfdd2b4da984e2bf2fa4056fd51a27d25ce2c332047f1dfd6e00?s=96&d=identicon&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/1c5e76ef76bbbfdd2b4da984e2bf2fa4056fd51a27d25ce2c332047f1dfd6e00?s=96&d=identicon&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/1c5e76ef76bbbfdd2b4da984e2bf2fa4056fd51a27d25ce2c332047f1dfd6e00?s=96&d=identicon&r=g","caption":"Kohen"},"sameAs":["https:\/\/www.linkedin.com\/in\/hassan-kohen-448548192\/","https:\/\/www.youtube.com\/@Kohen-Avocats"],"url":"https:\/\/kohenavocats.com\/en\/author\/kohenmlk\/"}]}},"jetpack_featured_media_url":"https:\/\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/mohamed-nohassi-hj1WiuQsWzY-unsplash.webp","jetpack_likes_enabled":false,"jetpack_shortlink":"https:\/\/wp.me\/peCrII-56mY","jetpack-related-posts":[{"id":921110,"url":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-metz-le-9-fevrier-2026-n23-02234\/","url_meta":{"origin":1216128,"position":0},"title":"Cour d&#8217;appel de Metz, le 9 f\u00e9vrier 2026, n\u00b023\/02234","author":"Kohen","date":"18 May 2026","format":false,"excerpt":"L'arr\u00eat rendu par la cour d'appel de Metz le 9 f\u00e9vrier 2026, statuant en qualit\u00e9 de juridiction de renvoi apr\u00e8s cassation, intervient dans un contentieux rel...","rel":"","context":"In &quot;Jurisprudence&quot;","block_context":{"text":"Jurisprudence","link":"https:\/\/kohenavocats.com\/category\/jurisprudence\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/alex-shuper-VUyzsIViXQ0-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/alex-shuper-VUyzsIViXQ0-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/alex-shuper-VUyzsIViXQ0-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/alex-shuper-VUyzsIViXQ0-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/alex-shuper-VUyzsIViXQ0-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/alex-shuper-VUyzsIViXQ0-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]},{"id":35471,"url":"https:\/\/kohenavocats.com\/en\/egalite-professionnelle-femmes-hommes-convention-idcc-2128\/","url_meta":{"origin":1216128,"position":1},"title":"Egalit\u00e9 professionnelle femmes-hommes &#8211; Convention IDCC 2128","author":"Kohen","date":"6 November 2025","format":false,"excerpt":"Accueil > Conventions collectives > Convention collective nationale de la mu > \u2190 Retour \u00e0 la convention IDCC 2128 IDCC : 2128 Type : Accord \u00c9tat : Date du texte : 2021-02-05 Derni\u00e8re modification : 2021-02-05 Pr\u00e9ambule L'\u00e9galit\u00e9 professionnelle entre les femmes et les hommes constitue un enjeu primordial relevant\u2026","rel":"","context":"In &quot;Hide&quot;","block_context":{"text":"Hide","link":"https:\/\/kohenavocats.com\/category\/hide\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/levi-meir-clancy-7G0nL85xi-w-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/levi-meir-clancy-7G0nL85xi-w-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/levi-meir-clancy-7G0nL85xi-w-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/levi-meir-clancy-7G0nL85xi-w-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/levi-meir-clancy-7G0nL85xi-w-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/levi-meir-clancy-7G0nL85xi-w-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]},{"id":30569,"url":"https:\/\/kohenavocats.com\/en\/clauses-particulieres-aux-etam-convention-idcc-1558\/","url_meta":{"origin":1216128,"position":2},"title":"Clauses particuli\u00e8res aux ETAM &#8211; Convention IDCC 1558","author":"Kohen","date":"5 November 2025","format":false,"excerpt":"Accueil > Conventions collectives > Convention collective nationale relative > \u2190 Retour \u00e0 la convention IDCC 1558 IDCC : 1558 Type : Convention collective nationale \u00c9tat : Date du texte : 1989-07-06 Derni\u00e8re modification : 2024-01-01 Champ d'application Article E 1 Les pr\u00e9sentes clauses fixent les conditions particuli\u00e8res de travail\u2026","rel":"","context":"In &quot;Hide&quot;","block_context":{"text":"Hide","link":"https:\/\/kohenavocats.com\/category\/hide\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-IJvuvpEtYg4-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-IJvuvpEtYg4-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-IJvuvpEtYg4-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-IJvuvpEtYg4-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-IJvuvpEtYg4-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-IJvuvpEtYg4-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]},{"id":36514,"url":"https:\/\/kohenavocats.com\/en\/clauses-particulieres-des-employes-techniciens-dessinateurs-et-agents-de-maitrise-etam-convention-idcc-1800\/","url_meta":{"origin":1216128,"position":3},"title":"Clauses particuli\u00e8res des employ\u00e9s, techniciens, dessinateurs et agents de ma\u00eetrise (       ETAM) &#8211; Convention IDCC 1800","author":"Kohen","date":"6 November 2025","format":false,"excerpt":"Accueil > Conventions collectives > Convention collective nationale de la c\u00e9 > \u2190 Retour \u00e0 la convention IDCC 1800 IDCC : 1800 Type : Convention collective nationale \u00c9tat : Date du texte : 1994-04-29 Derni\u00e8re modification : 2024-01-01 Champ d'application Article E.1 Les pr\u00e9sentes clauses fixent les conditions particuli\u00e8res de\u2026","rel":"","context":"In &quot;Hide&quot;","block_context":{"text":"Hide","link":"https:\/\/kohenavocats.com\/category\/hide\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jad-limcaco-NT1mJPgni6A-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jad-limcaco-NT1mJPgni6A-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jad-limcaco-NT1mJPgni6A-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jad-limcaco-NT1mJPgni6A-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jad-limcaco-NT1mJPgni6A-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/08\/jad-limcaco-NT1mJPgni6A-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]},{"id":55034,"url":"https:\/\/kohenavocats.com\/en\/formation-professionnelle-continue-convention-idcc-993\/","url_meta":{"origin":1216128,"position":4},"title":"Formation professionnelle continue &#8211; Convention IDCC 993","author":"Kohen","date":"8 November 2025","format":false,"excerpt":"Accueil > Conventions collectives > Convention collective nationale des prot > \u2190 Retour \u00e0 la convention IDCC 993 IDCC : 993 Type : Accord \u00c9tat : Date du texte : 1987-10-16 Derni\u00e8re modification : 1987-10-16 Nature des actions de formation Cong\u00e9 de formation Convention portant sur la mise en oeuvre\u2026","rel":"","context":"In &quot;Hide&quot;","block_context":{"text":"Hide","link":"https:\/\/kohenavocats.com\/category\/hide\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/planet-volumes-qCodK5vqaNs-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/planet-volumes-qCodK5vqaNs-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/planet-volumes-qCodK5vqaNs-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/planet-volumes-qCodK5vqaNs-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/planet-volumes-qCodK5vqaNs-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/planet-volumes-qCodK5vqaNs-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]},{"id":421645,"url":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-paris-le-24-fevrier-2026-n22-08264\/","url_meta":{"origin":1216128,"position":5},"title":"Cour d&#8217;appel de Paris, le 24 f\u00e9vrier 2026, n\u00b022\/08264","author":"Kohen","date":"22 March 2026","format":false,"excerpt":"Un couple de gardiens d\u2019immeuble \u00e9tait li\u00e9 par des contrats de travail \u00e0 dur\u00e9e ind\u00e9termin\u00e9e depuis 1981. L\u2019employeur leur avait attribu\u00e9 des coefficients hi\u00e9rarchiques et des taux d\u2019emploi distincts. La gardienne adjointe estimait subir une in\u00e9galit\u00e9 de r\u00e9mun\u00e9ration et un harc\u00e8lement moral. Elle avait saisi le conseil de prud\u2019hommes d\u2019Evry,\u2026","rel":"","context":"In &quot;Cour d'appel&quot;","block_context":{"text":"Cour d'appel","link":"https:\/\/kohenavocats.com\/category\/cour-dappel\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-WVPJ3ISFRZs-unsplash.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-WVPJ3ISFRZs-unsplash.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-WVPJ3ISFRZs-unsplash.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-WVPJ3ISFRZs-unsplash.webp?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-WVPJ3ISFRZs-unsplash.webp?resize=1050%2C600&ssl=1 3x, https:\/\/i0.wp.com\/kohenavocats.com\/wp-content\/uploads\/2024\/11\/pawel-czerwinski-WVPJ3ISFRZs-unsplash.webp?resize=1400%2C800&ssl=1 4x"},"classes":[]}],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/posts\/1216128","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/users\/232070755"}],"replies":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/comments?post=1216128"}],"version-history":[{"count":1,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/posts\/1216128\/revisions"}],"predecessor-version":[{"id":1216292,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/posts\/1216128\/revisions\/1216292"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/media\/9443"}],"wp:attachment":[{"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/media?parent=1216128"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/categories?post=1216128"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/kohenavocats.com\/en\/wp-json\/wp\/v2\/tags?post=1216128"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}