A proposed bill in France aiming to increase salary transparency is moving closer to becoming law. The initiative, now heading to the Council of Ministers for approval, seeks to address pay disparities, particularly between men and women. In the private sector, the gender pay gap remains at nearly 22%, prompting calls for more openness in how wages are determined. The bill would allow employees to request salary ranges for similar positions, giving workers more information about how their pay compares to others in the same role. The policy has sparked a range of reactions. In a software company that already practices salary transparency, 800 employees have access to internal documents showing their colleagues' salaries, including those of managers. Théo Dickel, a product expert at the company, said that the lack of secrecy is not an issue for him, as the company uses a shared salary grid and evaluates employees based on their skills. He believes this approach fosters fairness and clarity. Camille Bernard, head of recruitment at LUCCA, supports the initiative, arguing that salary transparency makes the company more attractive to potential employees. She believes the policy promotes openness and trust in the hiring process. However, not all employees share this view. Some welcome the change, seeing it as a step toward ending the stigma around discussing pay. Others are concerned that too much transparency could lead to issues like voyeurism, jealousy, or unnecessary disputes if employees compare salaries too closely. While the bill is seen as a step toward greater fairness in the workplace, its success will depend on how it is implemented. Supporters believe it can help reduce inequality and improve workplace culture, while critics warn that the measure needs careful handling to avoid unintended consequences. As the policy moves forward, it will be important to monitor its impact on both employers and employees.