{"id":11532,"date":"2026-03-11T13:07:33","date_gmt":"2026-03-11T12:07:33","guid":{"rendered":"http:\/\/securexrrhh.com\/?p=11532"},"modified":"2026-03-11T14:22:17","modified_gmt":"2026-03-11T13:22:17","slug":"pay-transparency-register-example","status":"publish","type":"post","link":"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/","title":{"rendered":"Pay Transparency Register: Practical Example"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">The <\/span><b>pay transparency register<\/b><span style=\"font-weight: 400;\"> is a legal requirement for all companies in Spain. Many organizations look for a <\/span><b>pay transparency register example<\/b><span style=\"font-weight: 400;\"> to better understand how to prepare this document and comply with current regulations on pay equality.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This obligation is regulated by <a href=\"https:\/\/www.boe.es\/buscar\/pdf\/2020\/BOE-A-2020-12215-consolidado.pdf\" target=\"_blank\" rel=\"noopener\"><b>Real Decreto 902\/2020 de igualdad retributiva entre mujeres y hombres<\/b><\/a><\/span><span style=\"font-weight: 400;\">, which requires companies to record employee salary information to guarantee the principle of <\/span><b>equal pay for work of equal value<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To support companies, the Spanish Ministry of Equality and the Ministry of Labour have developed the official <\/span><a href=\"https:\/\/www.mites.gob.es\/ficheros\/ministerio\/herramienta_registro_retributivo\/Guia_Uso_Herramienta_Registro_Retributivo.pdf\" target=\"_blank\" rel=\"noopener\"><b>IR! tool for the pay transparency register<\/b><\/a><span style=\"font-weight: 400;\">, which includes templates and methodological guidance.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this article we explain <\/span><b>how a pay register should be structured and provide practical examples based on official models.<\/b><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_88 counter-hierarchy ez-toc-counter ez-toc-white ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Tabla de contenido<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#What_is_the_pay_transparency_register_and_what_does_the_regulation_require\" >What is the pay transparency register and what does the regulation require?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#How_the_pay_transparency_register_is_structured\" >How the pay transparency register is structured<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#Example_1_of_a_pay_transparency_register_without_a_gender_pay_gap\" >Example 1 of a pay transparency register without a gender pay gap<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#Example_2_of_a_pay_transparency_register_with_justified_differences\" >Example 2 of a pay transparency register with justified differences<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#Common_mistakes_when_preparing_the_pay_transparency_register\" >Common mistakes when preparing the pay transparency register<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#Not_including_all_salary_components\" >Not including all salary components<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#Incorrectly_grouping_job_positions\" >Incorrectly grouping job positions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#Not_updating_the_register\" >Not updating the register<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#Not_analysing_the_results\" >Not analysing the results<\/a><\/li><\/ul><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#Benefits_of_properly_preparing_the_pay_transparency_register\" >Benefits of properly preparing the pay transparency register<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#Pay_audit_and_salary_register\" >Pay audit and salary register<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#Frequently_asked_questions_about_the_pay_transparency_register\" >Frequently asked questions about the pay transparency register<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/#How_GM_Integra_can_help_you_with_the_pay_transparency_register\" >How GM Integra can help you with the pay transparency register<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"What_is_the_pay_transparency_register_and_what_does_the_regulation_require\"><\/span><b>What is the pay transparency register and what does the regulation require?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><b>pay transparency register<\/b><span style=\"font-weight: 400;\"> is a document that collects information about the <\/span><b>average remuneration of employees<\/b><span style=\"font-weight: 400;\">, broken down by gender.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Its purpose is to guarantee <\/span><b>salary transparency<\/b><span style=\"font-weight: 400;\"> and detect potential pay inequalities within a company.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to the regulation, the pay register must include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">base salary<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">salary supplements<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">non-salary compensation<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">arithmetic mean of remuneration<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">salary median<\/span><span style=\"font-weight: 400;\">\n<p><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In addition, the information must be <\/span><b>broken down by gender and by professional groups or equivalent job positions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As established in <a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2015-11430\" target=\"_blank\" rel=\"noopener\">art\u00edculo 28 del Estatuto de los Trabajadores<\/a><\/span><span style=\"font-weight: 400;\">, men and women have the right to receive <\/span><b>equal pay for work of equal value<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"How_the_pay_transparency_register_is_structured\"><\/span><b>How the pay transparency register is structured<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The pay register is usually organized through a <\/span><b>table that groups salary information by job category or position<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The most common elements include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">professional group or position<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">number of employees<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">average base salary<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">salary supplements<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">non-salary compensation<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">total remuneration<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">This structure makes it easier to compare remuneration between women and men.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Below are <\/span><b>two examples of pay transparency registers based on official templates<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Example_1_of_a_pay_transparency_register_without_a_gender_pay_gap\"><\/span><b>Example 1 of a pay transparency register without a gender pay gap<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">This first example reflects a situation of <\/span><b>pay equality<\/b><span style=\"font-weight: 400;\">, where men and women in equivalent positions receive the same remuneration.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Professional Group<\/b><\/td>\n<td><b>Gender<\/b><\/td>\n<td><b>Average Base Salary (\u20ac)<\/b><\/td>\n<td><b>Supplements (\u20ac)<\/b><\/td>\n<td><b>Non-salary compensation (\u20ac)<\/b><\/td>\n<td><b>Total (\u20ac)<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Administration<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Female<\/span><\/td>\n<td><span style=\"font-weight: 400;\">22,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">2,500<\/span><\/td>\n<td><span style=\"font-weight: 400;\">500<\/span><\/td>\n<td><span style=\"font-weight: 400;\">25,000<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Administration<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Male<\/span><\/td>\n<td><span style=\"font-weight: 400;\">22,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">2,500<\/span><\/td>\n<td><span style=\"font-weight: 400;\">500<\/span><\/td>\n<td><span style=\"font-weight: 400;\">25,000<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Technician<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Female<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">3,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">700<\/span><\/td>\n<td><span style=\"font-weight: 400;\">33,700<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Technician<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Male<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">3,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">700<\/span><\/td>\n<td><span style=\"font-weight: 400;\">33,700<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">This example shows how the pay transparency register can help confirm that <\/span><b>a company&#8217;s pay policy is fair and equal.<\/b><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Example_2_of_a_pay_transparency_register_with_justified_differences\"><\/span><b>Example 2 of a pay transparency register with justified differences<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">In some cases, salary differences may exist between employees due to <\/span><b>objective criteria such as job responsibilities, experience or performance incentives<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Position<\/b><\/td>\n<td><b>Gender<\/b><\/td>\n<td><b>Average Base Salary (\u20ac)<\/b><\/td>\n<td><b>Supplements (\u20ac)<\/b><\/td>\n<td><b>Non-salary compensation (\u20ac)<\/b><\/td>\n<td><b>Total (\u20ac)<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Marketing technician<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Female<\/span><\/td>\n<td><span style=\"font-weight: 400;\">28,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">2,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">600<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30,600<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Marketing manager<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Male<\/span><\/td>\n<td><span style=\"font-weight: 400;\">32,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">3,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">800<\/span><\/td>\n<td><span style=\"font-weight: 400;\">35,800<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Junior sales representative<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Female<\/span><\/td>\n<td><span style=\"font-weight: 400;\">26,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">3,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">500<\/span><\/td>\n<td><span style=\"font-weight: 400;\">29,500<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Senior sales representative<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Male<\/span><\/td>\n<td><span style=\"font-weight: 400;\">30,000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">4,500<\/span><\/td>\n<td><span style=\"font-weight: 400;\">500<\/span><\/td>\n<td><span style=\"font-weight: 400;\">35,000<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">In this case, salary differences can be explained by <\/span><b>factors such as seniority, responsibilities or performance-based incentives<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The regulation states that if the pay difference exceeds <\/span><b>25%<\/b><span style=\"font-weight: 400;\">, the company must provide a documented justification.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Common_mistakes_when_preparing_the_pay_transparency_register\"><\/span><b>Common mistakes when preparing the pay transparency register<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Although the pay register is mandatory, many companies make mistakes when preparing it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Some of the most common include:<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Not_including_all_salary_components\"><\/span><b>Not including all salary components<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">The register must include base salary, salary supplements and non-salary compensation.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Incorrectly_grouping_job_positions\"><\/span><b>Incorrectly grouping job positions<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Companies must compare <\/span><b>jobs of equal value<\/b><span style=\"font-weight: 400;\">, not simply similar job titles.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Not_updating_the_register\"><\/span><b>Not updating the register<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">The pay register must be reviewed <\/span><b>at least once a year<\/b><span style=\"font-weight: 400;\"> or whenever salary conditions change.<\/span><\/p>\n<h4><span class=\"ez-toc-section\" id=\"Not_analysing_the_results\"><\/span><b>Not analysing the results<\/b><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p><span style=\"font-weight: 400;\">The pay register should not only be an administrative document but also a <\/span><b>tool for identifying pay inequalities<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Benefits_of_properly_preparing_the_pay_transparency_register\"><\/span><b>Benefits of properly preparing the pay transparency register<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Having a well-prepared pay register offers several advantages for companies:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">improves salary transparency<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">helps identify potential gender pay gaps<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">reduces the risk of labour sanctions<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">improves human resources management<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">strengthens commitment to gender equality<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">According to data from <\/span><b><a href=\"https:\/\/www.ine.es\/dyngs\/Prensa\/EAES2023.htm\">Instituto Nacional de Estad\u00edstica (INE)<\/a><\/b><span style=\"font-weight: 400;\">, the gender pay gap remains one of the challenges in workplace equality, highlighting the importance of tools such as the pay transparency register.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Pay_audit_and_salary_register\"><\/span><b>Pay audit and salary register<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">In addition to the pay register, companies required to have an <\/span><b>equality plan<\/b><span style=\"font-weight: 400;\"> must also carry out a <\/span><b>pay audit<\/b><span style=\"font-weight: 400;\">, as established in <\/span><b>Real Decreto<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Companies that already had equality plans in force on <\/span><b>14 April 2021<\/b><span style=\"font-weight: 400;\"> were required to adapt their pay audits to this regulation before <\/span><b>14 January 2022<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In the case of <\/span><b>groups of companies<\/b><span style=\"font-weight: 400;\">, the pay audit must be conducted <\/span><b>independently for each company<\/b><span style=\"font-weight: 400;\">, as salary structures may differ.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The regulation does not impose a single job evaluation model. Companies may use <\/span><b>analytical systems that guarantee pay equality<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Frequently_asked_questions_about_the_pay_transparency_register\"><\/span><b>Frequently asked questions about the pay transparency register<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ul>\n<li><b>Do all companies need a pay transparency register?<\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Yes. The regulation requires <\/span><b>all companies<\/b><span style=\"font-weight: 400;\">, regardless of the number of employees, to have a pay register.<\/span><\/p>\n<ul>\n<li><b>How often must it be updated?<\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The pay transparency register must be updated <\/span><b>at least once a year<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<ul>\n<li><b>Is it the same as a pay audit?<\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">No. The pay register is mandatory for all companies, while a <\/span><b>pay audit is only mandatory for companies that must implement an equality plan.<\/b><\/p>\n<ul>\n<li><b>Who can access the pay transparency register?<\/b><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Employee representatives can access the full register. In companies without employee representation, workers may request information about <\/span><b>gender pay differences<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"How_GM_Integra_can_help_you_with_the_pay_transparency_register\"><\/span><b>How GM Integra can help you with the pay transparency register<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Preparing the pay register can be complex, especially in companies with multiple job categories or variable compensation systems.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At <\/span><b>GM Integra<\/b><span style=\"font-weight: 400;\">, we help companies comply with labour and equality regulations through specialized advice in labour management and human resources.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Our team can help you prepare the pay transparency register, analyse potential pay gaps and implement the necessary measures within the company\u2019s <\/span><b>equality plan<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We also provide <\/span><b>legal labour advisory services<\/b><span style=\"font-weight: 400;\"> to ensure that your company complies with all labour obligations and avoids potential sanctions.<\/span><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The pay transparency register is a legal requirement for all companies in Spain. Many organizations look for a pay transparency register example to better understand how to prepare this document and comply with current regulations on pay equality. This obligation is regulated by Real Decreto 902\/2020 de igualdad retributiva entre mujeres y hombres, which requires companies to record employee salary information to guarantee the principle of equal pay for work of equal value. To support companies, the Spanish Ministry of Equality and the Ministry of Labour have developed the official IR! tool for the pay transparency register, which includes templates and methodological guidance. In this article we explain how a pay register should be structured and provide practical examples based on official models. What is the pay transparency register and what does the regulation require? The pay transparency register is a document that collects information about the average remuneration of &#8230; <a title=\"Pay Transparency Register: Practical Example\" class=\"read-more\" href=\"https:\/\/securexrrhh.com\/en\/pay-transparency-register-example\/\" aria-label=\"Read more about Pay Transparency Register: Practical Example\">Read more<\/a><\/p>\n","protected":false},"author":13,"featured_media":11529,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_gspb_post_css":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[],"tags":[],"class_list":["post-11532","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50","no-featured-image-padding"],"_links":{"self":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/11532","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/users\/13"}],"replies":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/comments?post=11532"}],"version-history":[{"count":1,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/11532\/revisions"}],"predecessor-version":[{"id":11561,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/11532\/revisions\/11561"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media\/11529"}],"wp:attachment":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media?parent=11532"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/categories?post=11532"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/tags?post=11532"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}