The next April 14th, the Royal Decree 902/2020, of October 13, of equal pay for women and men, This leads us to take another step towards closing the gender pay gap. With the entry into force of the Royal Decree, companies will be required to implement effective equality policies, Specifically, from equal pay to achieve salary transparency and take a further step towards equality.
From INCYMA We emphasize that this new requirement will be an opportunity for companies in terms of pay transparency, not only in gender issues, but also in terms of work environment and productivity.
But… do you know how to comply with the new obligations? If all this has caught you off guard and you're not yet aware of the new requirements, take note ✍:
✅ Applicable to: All companies, regardless of size.
✅ Reference period: A calendar year.
✅ What do I need to keep in mind?
- Remuneration records for all staff, including management and senior management.
- Compensation audit.
- Job evaluation system based on the professional classification contained in the company and in the applicable collective agreement.
- Workers' right to information.
✅ What should the pay register contain?
- Average salary values.
- Salary supplements.
- Non-wage compensation of the workforce broken down by sex.
The pay register Companies with pay audits must also reflect the arithmetic means and medians of the groupings of positions of equal value in the company, according to the results of the job evaluation.
✅ I have an equality plan, do I need to include a pay audit? Companies required to develop an equality plan must include a pay audit in it, prior to the negotiation of the plan.
✅ Is there equal pay for part-time workers? Part-time workers have the same rights, including pay, as full-time workers.
SHALL WE TALK?
? 687 591 435 – 618 486 932 / ? info@incyma.es
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