NSE signs 3-year equality accord with pay catch-up envelope

NSE (head office La Grand-Croix, Nizerolles; administrative site Abrest, Allier) signed a 3-year company accord on égalité professionnelle entre les femmes et les hommesLegifrance with CFDT, CGT and CFE-CGCLegifrance on 29 September 2026Legifrance, running from 1 January 2026Legifrance under article L.5121-11 du Code du travailLegifrance (maximum 3-year term), with a 3-month denunciation notice (filed at the DREETS and prud'hommes of Allier) and deposit of the accord at the prud'hommes de Vichy and the labour ministry platform. It covers all salaried staff under contract and frames equal treatment across working life as a right: every pay and career decision must rest exclusively on professional criteria, independent of sex.

On pay, the accord recalls the employer's duty to guarantee equal remuneration for the same work or work of equal value in a comparable context — base salary plus all direct and indirect advantages in cash or kind — with identical rules, classification and promotion criteria for both sexes under articles L.3221-3 and L.3221-6 du Code du travail. Over the 3 years NSE will track the female/male pay gap annually by catégorie socioprofessionnelle, analyse 100% of situations showing a significant gap, remedy unjustified individual cases within 12 months, and fold a dedicated catch-up envelope (enveloppe spécifique de rattrapage salarial) into the annual pay negotiationLegifrance — the NAO deciding the terms if significant unjustified gaps appear. No employee may suffer in pay progression from maternity, adoption or parental leave. The target is an Index égalité professionnelle of at least 85 pointsLegifrance, aiming to hold 90 or more; indicators include the gap trend versus the reference year, the index score, individual cases analysed, corrective measures and total catch-up spending.

On hiring, decisions rest solely on skills, qualifications, experience and aptitudes; 100% of job and internship ads must be written without gender reference or stereotype. NSE will track hires by sex per job group (CDI, CDD, alternance, stages), push women into under-represented trades — singling out groupe F-I posts when openings arise — and men into posts where they are under-represented, through wider ad channels, training-school ties, open days, female career profiles and offers attractive to both sexes. Everyone regularly involved in hiring must be sensitised to non-discrimination (100% over the accord's term).

On training, women and men get equal access with a balanced split of effort, tracked by sex, job group and average duration; sessions run in working hours on site or by e-learning where suitable, with 15-day convening notices. Part-time stays employee-initiated, sex-neutral, accepted wherever compatible with the job (target: 100% of compatible, timely requests), with workloads and objectives adapted and internal-mobility tracking so it never brakes a career; staff moving to part-time are told the income and pension effects.

On disconnection, non-managers owe no reply to work emails or calls outside working hours — managers must not solicit them except in exceptional emergencies, and silence carries no sanction. Managers keep balance too but may be reached over a wider span; they must not be disturbed 20h–8h, on weekends or on leave except in exceptional emergencies. Exceptions cover on-call staff (site and IT alarms, urgent client, legal, social or financial risks, courtesy notice of sickness absence); an off-duty employee who stays silent faces no sanction. HR sends all professional-email holders yearly good-practice guidance. A CSE commission monitors the accord, with an annual quantitative and qualitative bilan in the bilan social.

Legal basis: the accord d'entreprise NSE égalité professionnelle entre les femmes et les hommes 2026–2028Legifrance signed 29 September 2026, concluded for 3 years from 1 January 2026 under article L.5121-11 du Code du travail, applying articles L.3221-3 and L.3221-6 for equal pay.