The entry into force of Royal Decree 6/2019 of March 1st, established a series of amendments and additional obligations of companies in relation to equal work opportunities. In this sense, it further strengthens the obligation of equal pay and the prohibition of having wage differences based on gender.
With this purpose, companies with at least 50 employees, are obliged to keep a registry of salaries, salary supplements, and benefits of their employees, disaggregated by gender and distributed by professional groups, professional categories, equal jobs or jobs with equal value.
Employees have the right to access, through the legal representative of the employees, to the company’s salary registry.
The obligated companies must include in the salary registry a justification of the reasons for the remuneration difference, when the average remuneration of employees of one sex is 25% higher than the other one, which must clarify that it is not due to gender.
There is not an official form to follow for the registry. It must adjust to the structure and conditions of each organization. The registration of salaries can generate future obligations and breaches for the organization, whic must be analyzed and minimized based on compliance with said obligations and the evaluation of what is an equal work value, as stated by legislation.
The Labor Department of UHY Fay & Co offers you a specialized advisory service to help you apply these regulations with the most appropriate legal certainty. As well, we offer a specific area dedicated to Equal Opportunities to comply with the new obligations.
