On 13 October, Spain’s government approved two decree-laws that were published the following day in the Official Bulletin. The first decree-law regulates the requirement for companies to keep salary records that are broken down by gender, professional classification and remuneration. The second decree-law provides details on the application and minimum contents of corporate equality plans. Both of these new rules define the arrangements for implementing two points of the Law on Urgent Measures for the Guarantee of Equal Treatment and Employment Opportunities, which was enacted in March 2019 (c.f. article No.11030), and which aimed to both eliminate salary gaps, and guarantee employees’ rights to work-life balance and parenting co-responsibility.
Companies will have a six-month adaptation period to implement transparent pay-scale information and to prepare the implementation of their equality plans.
Decree-Law on the establishment of registers to monitor gender pay equality. The text develops arrangements for companies implementing salary registers, taking into account jobs of equal value, by age, by position, and by gender, and as provided for in the law of March 2019. It details how to evaluate jobs in order to make useful comparisons,
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