{"id":4280,"date":"2021-04-14T07:07:55","date_gmt":"2021-04-14T07:07:55","guid":{"rendered":"https:\/\/www.anteaprevencion.com\/?p=4280"},"modified":"2021-04-28T11:43:12","modified_gmt":"2021-04-28T11:43:12","slug":"registro-salarial","status":"publish","type":"post","link":"https:\/\/www.anteaprevencion.com\/en\/registro-salarial\/","title":{"rendered":"Arranca el registro salarial en las empresas:"},"content":{"rendered":"

All companies must have a salary record from today<\/p>\n\n\n

14\/04\/21 <\/span><\/h5>\n
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Today, Wednesday, April 14, the compulsory registration in companies begins, where all companies must have a remuneration register between women and men.<\/p>\n

La medida afecta a casi 1,5 millones de empresas, que son las que tienen asalariados, de acuerdo con el Directorio Central de Empresas (DIRCE) a 1 de enero de 2020 del Instituto Nacional de Estad\u00edstica (INE) aunque alrededor de 900.000 tienen solo 1 o 2 empleados.<\/p>\n

The register should yield the average values of wages, salary supplements and extra-industrial perceptions of the workforce, disaggregated by sex and distributed by professional groups,<\/span><\/strong> categor\u00edas profesionales o puestos de trabajo seg\u00fan la jornada u hora trabajada.<\/p>\n

This Royal Decree sets out the keys to the mechanisms for identifying wage discrimination between men and women (around 22%), basing the obligation of remunerative transparency on instruments such as the Remuneration Register,<\/span><\/strong> which is a document that will include average wage values, disaggregated by sex and distributed by professional groups, professional categories or positions equal or of equal value.<\/p>\n

Each company must record in its register, also by sex, the arithmetic and median average of what is actually perceived by each of these concepts in each professional group, category, level, position or any other applicable classification system. In this way, all this information must be disaggregated according to the nature of the remuneration: base salary; each of the salary supplements; and each of the extra-industrial perceptions.<\/span><\/strong> In all cases, each perception shall be specified in a different way.<\/p>\n

Article 28.2 of the Workers' Statute already lays down the obligation of the employer to 'keep a record of the average values of wages, salary supplements and extra-assessments of his staff, disaggregated by sex and distributed by professional groups, professional categories or jobs equal to or of equal value'. More importantly, labour regulations add that \"workers have the right to access, through the legal representation of workers in the company, the salary register of their company\".<\/span><\/strong><\/p>\n

Given the difficulties that some companies have had in drawing up these records, especially the smallest ones, the Ministries of Equality and Labour have created a tool that will be presented this week and will be voluntary and free, with the aim of simplifying the process.<\/span><\/strong><\/p>\n

Companies of more than 100 workers are currently required, while companies of 50 to 99 will be required from 1 March 2022. These audits should be included in the equality plans, which they must also have.<\/p>\n

All undertakings required to make an Equality Plan shall include a remuneration audit there.<\/span><\/strong> The validity of such audit, in accordance with the legal regulations, shall be the same as that of the Equality plan, unless a lower validity is agreed.<\/p>\n

To carry out these audits, the law requires companies with this obligation (currently all companies of more than 100 workers must have an equality plan and, as of 7 March 2022, all companies with more than 50 workers) must make a 'diagnosis of the remuneration situation in the company':<\/p>\n