Discover the main points of the Equal Pay Decree approved by the Government to ensure that men and women earn the same.
Companies will have to keep a salary register that includes nigeria phone number data remuneration by type of work.
Spain is one step closer to equal pay between men and women . The Government has recently approved two decrees aimed at getting companies to implement equality plans and thus reduce the pay gap that may exist between their employees.
These measures are not new, as they develop and establish a legal basis for two approaches approved more than a year and a half ago. In March 2019, the Government approved a plan that required companies to keep a record of their employees' remuneration. The aim of this plan was to identify possible wage discrimination . Companies with more than 50 employees were also required to draw up and approve equality plans, something that larger companies already had to do.
Despite the approval of these decrees, both regulations leave room for companies to apply them correctly. In fact, the decree that refers to equal pay will come into force in the next six months.
Do you know what an equality plan is? We'll tell you all about it in our Business Dictionary.
Salary record
One of the most important issues in order to implement equal pay in the company is that companies evaluate the jobs. Once they have created the jobs, they must define what these salary records will be. If salary records are not established, the company would incur inequality and could receive sanctions for it.
To clarify the need for this decree, the regulations governing it refer to the principle of pay transparency. What does this mean? That companies must avoid discriminatory practices, whether direct or indirect, when evaluating jobs. In this sense, companies will have to grant equal pay to men and women if they perform the same job and duties.
For some, the fact that work must be of “equal value” for men and women may seem somewhat ambiguous. In order to avoid disagreements on this matter, the law specifies that work is “of equal value” if the nature of the functions or tasks entrusted, the educational, professional or training conditions required for their performance and the working conditions in which these activities are actually carried out are equivalent.
