Equality plans and wage registration: obligations and implications for companies

Fines increase for the lack of monitoring and control on equality plans. The 7th of March of this year started this requirement for companies with more than 50 employees.
This obligation has led to an increase in the number of plans registered and deposited in the register of collective agreements, collective bargaining agreements and equality plans, although there are companies that have only the first step after appropriate negotiation con workers’ representatives. 
Experts warn about the legal problems that companies that limit their action to this procedure have: they have to be implemented and a monitoring has to be made.
This could lead to penalties imposed by the Labour Inspectorate ranging from €7,501 to €225,018, fines that are already being confirmed by social court judges on appeals lodged by various companies that have been penalized.
Let’s take a reminder of what a equality plan is all about.
On the other hand, we remember that a salary or salary register has to be made annually. 

What is a salary register?

The salary or remuneration register is a document where all the salaries of the employees of a company must be recorded, regardless of its size, broken down by sex, the arithmetic average and the average of what has actually been received for each concept according to the professional group, professional category, level or job position, including senior management and management personnel. 
It has to include base salary, each one of the allowances and the non-wage payments.
The equal pay register for men and women came into force on 14 April 2021, the date of application of Royal Decree Law 902/2020.
The pay register is valid for one calendar year, and must be updated when changes occur.
To remember what it consists of and what has to be included, you can read it here
If you have any doubts or need more information, please contact our Labour Department.
933 03 060 (Barcelona)
972 505 100 (Figueres)
972 940 940 (Girona)


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