Pay Registry: Comply with the legal obligation and ensure salary transparency

In today’s work environment, complying with regulations is essential for any company. One of the legal requirements that has gained significant importance is the pay register, a key tool to ensure pay equality between men and women, as well as to promote transparency within organizations.

 

 

What is the Pay Register?

The pay register is a requirement under Article 28.2 of the Workers’ Statute, which mandates that all companies must maintain a record of their employees’ salaries, broken down by gender, with the goal of ensuring there are no salary disparities due to gender. This measure applies to both large companies and small and medium-sized businesses, and since the legislation came into effect in 2019, it has become a mandatory requirement for companies with more than 50 employees.

 

Who else is required to create a Pay Register?

All companies, regardless of their size, must include information about management personnel and senior executives in the register. Public sector employees are also required to create a pay register, as stipulated by Royal Decree 902/2020 of October 13, concerning equal pay between men and women. This is a universal obligation with no exceptions. Even a company whose workforce is entirely composed of women or men must maintain a pay register.

 

What information must the Pay Register contain?

The register must show the average salary values and salary supplements received by the workforce over a specified period. The data should be broken down by gender, professional categories, level, position, or any other applicable classification system. Therefore, the pay register does not include the individual salaries received by each employee.

Moreover, in companies with 50 or more employees, if the average salary of workers of one gender is 25% or more higher than the other gender’s, the company must provide an explanation in the register showing that the difference is due to reasons unrelated to gender.

 

The importance of complying with the Pay Register

Complying with the pay register is not only a legal obligation but also has a direct impact on the trust and transparency of the labor relationship. Ensuring pay equality is one of the main strategies to avoid labor conflicts and promote a fairer and more equitable work environment.

Additionally, having an up-to-date register is a way to avoid penalties from the Labor Inspectorate, which conducts salary audits to ensure that companies comply with the law and respect the principles of equality and non-discrimination.

 

 

How can we help you?

At Adlanter, we know that managing the pay register can be complex, especially with the diversity of data it needs to include and the need to comply with current regulations. That’s why we offer an integral service that ensures your company meets all legal requirements, tailored to your specific needs.

 

✔️​ Are you ready to comply with the Pay Register obligation?

At Adlanter, we offer an efficient solution tailored to your needs. Our expert labor team will manage your pay register, ensuring it complies with regulations and promotes pay equality within your organization.

Contact us today to learn more about how we can help you optimize your salary management and ensure regulatory compliance.