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Allianz gana el premio alemán de Gestión de Recursos Humanos por su proyecto de igualdad salarial. Lee el artículo aquí

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Qué debes saber sobre la nueva legislación española

En este artículo respondemos a las preguntas más frecuentes sobre la nueva legislación española en materia de igualdad retributiva.

Qué debes saber sobre la nueva legislación española

Las dos nuevas leyes son el Real Decreto 902/2020, que se centra en la igualdad retributiva entre mujeres y hombres, y el Real Decreto 901/2020, que trata los planes de igualdad y su registro.

Ambas leyes se complementan. Su principal objetivo es garantizar la igualdad entre los géneros y erradicar tanto la discriminación directa como la indirecta. Esta legislación se basa en los principios de transparencia retributiva, remuneración igual por trabajos de igual valor, y el registro retributivo y la auditoría retributiva.

¿Cuáles son las obligaciones del registro retributivo?

Las empresas deben establecer un registro retributivo que:

  • Incluya un desglose por género entre la media y la mediana de la remuneración que se percibe.
  • Se haga para cada grupo profesional, categoría laboral, posición o nivel.
  • Tenga cada uno de esos elementos desglosados por separado según el tipo de remuneración, incluyendo la remuneración base, los complementos y los pagos extrasalariales.

¿Cuál es la validez del registro retributivo?

Es válido durante un año, pero ese plazo puede modificarse.

¿Qué empresas están obligadas a llevar un registro retributivo?

Deben hacerlo todas las empresas según se establece en el artículo 5 del Real Decreto 902/2020

El registro retributivo debe enviarse a la representación legal de las personas trabajadoras, es decir, el comité empresarial. En el caso de que una empresa no tenga representación legal, los empleados podrán acceder a la información del registro retributivo pero con una diferencia: se mostrarán las diferencias porcentuales en lugar de las cuantías efectivas.

Cuando el registro retributivo indique que existe una brecha salarial superior al 25%, la empresa deberá justificar que esa diferencia no se debe a razones de género.

¿Qué es la auditoría retributiva?

La auditoría retributiva consiste en la recopilación y el análisis de la información sobre la remuneración de los empleados. Tiene como objetivo identificar cualquier brecha salarial que pueda haber y aplicar medidas para garantizar que la estructura retributiva de la empresa se ajusta al principio de igualdad entre mujeres y hombres en materia retributiva.

¿Puedo hacer el registro retributivo y la auditoría retributiva por funciones o categorías laborales en empresas con 50 empleados o más?

No. El legislador prioriza expresamente que la categorización salga del proceso de valoración de puestos de trabajo, «aunque pertenezcan a diferentes apartados de la clasificación profesional» (artículo 6.A del Real Decreto 902/2020).

¿Qué consecuencias hay si no cumplo con la legislación?

Las consecuencias se recogen en la Ley sobre infracciones y sanciones en el orden social y en la Ley 36/2001 del 10 de octubre, que regulan la jurisdicción social.

Ya se están imponiendo sanciones a nivel nacional.

Se iniciarán las investigaciones pertinentes cuando la Inspección de Trabajo presente una denuncia. En función de la infracción que la empresa haya cometido, se considerará como grave o muy grave. Las multas pueden ser de hasta 187.000€.

¿Cómo ayuda PayAnalytics?

  • La solución de PayAnalytics ayuda a las empresas a cumplir con la legislación española.
  • Con tan solo un clic puedes crear un archivo Excel con el registro retributivo.
  • El software ofrece soporte completo a la hora de llevar a cabo la auditoría retributiva.
  • La función de la valoración de puestos de trabajo ayuda a que empresas con 50 empleados o más cumplan con la legislación.

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