This website requires JavaScript.

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


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.

Suscríbete a nuestro boletín informativo
Suscríbete a nuestro boletín informativo

Suscríbete a nuestro boletín informativo

PayAnalytics' reporting for Canada's Pay Equity Act

At PayAnalytics, we often talk about equal pay for work of equal value. Canada’s Pay Equity Act, implemented August 2021, takes a unique approach to achieving this objective. Typically, pay equity requirements focus on how men and women doing similar jobs are paid, but Canada now focuses on the value of the job to the employer.

El proyecto de igualdad salarial de Allianz gana el premio alemán de Gestión de Recursos Humanos

A principios de septiembre se entregaron en Colonia los premios alemanes de Gestión de Recursos Humanos 2022 (Personalwirtschaftspreis). Allianz, la empresa global de seguros con sede en Alemania, ganó el primer premio en la categoría de Tecnología y Digitalización de Recursos Humanos por su enfoque global para cerrar la brecha salarial en sus sucursales de todo el mundo. Este proyecto garantiza la igualdad retributiva para más de 100 000 empleados de más de 70 países, lo que significa que en las empresas de seguros Allianz las mujeres y los hombres reciben la misma remuneración por trabajos iguales o comparables.

PayAnalytics founders at The Workplace Equity Forum '22

Two of our founders, Margret Bjarnadottir and David Anderson, will speak at the Workplace Equity Forum '22 this October in Austin, Texas. The conference will feature speakers offering new perspectives on how to think about diversity, equity, and inclusion.

Using technology to achieve pay equity

Using technology to achieve pay equity

"With the right tools, supported with the right data, we can bring about workplace transformation and pay equity."

In the latest issue of Dynamic Magazine, our founder Margrét shares valuable insights for leaders using data analytics or AI on their pay equity journeys.

People analytics as a tool to improve pay equity — a blog post for Trend Report

In a recent blog post for the German HR magazine Trend Report, PayAnalytics Co-founder Margrét Bjarnadóttir explained how important it is to recognize the limitation of AI-based HR tools when making important decisions about hiring, compensation, promotions, and training opportunities. Even when workplaces do strive for equity, their data can still reflect historical biases and discriminate on the basis of ethnicity, gender, and class. Hence, to improve pay equity, companies need to find the right tools, identify where there are potential biases, and take the necessary steps to eliminate those biases.

The Nordic DEI Paradox - Not so Paradoxical?

Margret, our co-founder, Dr. Marie Louise Sunde, Founder and CEO of Equality Check, and Tuula Rytila, Corporate Vice President at Microsoft Digital Stores had an inspiring discussion on a panel on gender equity at the Nordic Innovation Summit two weeks ago. The panel was called "The Scandinavian DEI Paradox—Not So Paradoxical?" referring to the fact that while the Nordics consistently score at the top of every equality scale, women are still underrepresented on boards and in top management.

California strengthens its pay equity requirements

California, the first U.S. state to pass a law on pay data reporting, is considering proposed legislation taking the requirements of the original bill even further. Senate Bill 973 on pay equity was passed in September 2020 and requires large employers to provide data on employees by race, ethnicity, and sex in the ten job categories and pay ranges used by the U.S. Bureau of Labor Statistics. The first data reports were submitted to the Department of Fair Employment and Housing (DFEH) in March 2021.

VÍS — Working towards gender equality
Historias de éxito de clientes

VÍS — Working towards gender equality

VÍS, the largest insurance company in Iceland, offers comprehensive insurance solutions in the consumer and corporate sectors. They have close to 200 employees, mainly in Reykjavik and in different field offices around the country.

What Italy's new equal pay legislation means for Italian companies

On December 3, 2021 Italy signed a new equal pay law (Law 162/2021) that seeks to tackle the pay gap between men and women and encourage the participation of women in the labor market. The law introduces some important amendments to the Italian Equal Opportunity Code (Legislative Decree 198/2006), which prohibits all direct and indirect remuneration discrimination for the same job or a job considered as having the same status. The new law, focusing on transparency and rewards, is consistent with the Italian National Recovery and Resilience Plan (PNRR), which contains, among other things, a National Strategy for gender equality for the years 2021-2026.

How to use use People Analytics to Build an Equitable Workplace

Harvard Business Review just published this article, which is written by two of PayAnalytics' founders, Professors Margrét Bjarnadóttir and David Anderson, along with Professor David Gaddis Ross. It discusses how automation is changing HR and what we need to be aware of when applying Automation and AI in People Analytics.

Can Pay Gap Analysis be the driver of equal opportunities in the workplace?

The unjustified pay gap between men and women is still present, and it seems that it will not go away without some focused efforts. Although countless studies and reports show that the gap is there, many still do not believe it impacts their own organisation. The EU Commission is increasingly communicating that the issue must be addressed. Some countries have begun the journey and have insights to share. Data analysis to determine the gap and structured implementation of measures to close the gap is increasingly used.

Dr Margrét Vilborg Bjarnadóttir will participate in this important event on the 29 June.

Entrega de los premios Universal Fair Pay Check

El 17 de marzo, las empresas recibirán un galardón en base al certificado de igualdad retributiva Universal Fair Pay Check. Este certificado internacional mide, de forma coordinada, el cumplimiento de la igualdad retributiva entre las empresas de diferentes países.

Consulta la conferencia que realizó Laura Bayés Sánchez sobre cómo PayAnalytics proporciona las medidas necesarias para la nueva legislación española

En la conferencia se analiza la nueva situación laboral que la publicación del Real Decreto 901/2020 y 902/2020 del 13 de octubre dejará en las empresas españolas. Así mismo, se examinan los problemas que derivan de estas normativas y la manera en la que PayAnalytics los aborda y proporciona soluciones rápidas, eficaces y sencillas.

Companies in Spain are now obligated to take action to ensure equal pay for work of equal value

Companies in Spain are now obligated to take action to ensure equal pay for work of equal value. DireACTIVAS, one of our partners in Spain, wrote an article (in Spanish) on the new legislation and the potential impact it will have on equality in Spain. We are happy to assist Spanish companies in fulfilling the requirements of the new legislation - and our solution is of course also in Spanish!

Margrét Bjarnadóttir will participate in a Reykjavik Global Forum 2020 digital session

Come and join us virtually for a conversation about equal pay: the fast changing legislation around the world, the role of analysis and data driven decision support, the equal pay journey and key levers to drive change - all packed into 90 minutes.

Margrét Bjarnadóttir from PayAnalytics will participate in a Reykjavik Global Forum 2020 digital session on Wednesday 11th November 09:30 UTC.

The name of the event is A Fair Diagnosis: It’s time to close the wage gap - FPI Lab and you can register using the registration link below.

Margret Bjarnadottir wrote for Ms. Magazine: We're Not Waiting 200 Years to Close the Gender Pay Gap

The World Economic Forum estimates that it will take over 200 years to close the gender pay gap. No one should have the patience to wait that long. How can we accelerate change? The answer may lay in data and models with a good dose of transparency.

The journey starts with gathering the data and understanding the pay structure. Then companies move on to identifying areas for improvement and eliminating unexplained demographic pay gaps through corrective action—in other words, ensuring equal pay for equal work.

42% of organizations are planning for pay equity adjustments in 2020

42% of organizations are planning for pay equity adjustments in 2020 according to the recently published @WorldatWork 2019-2020 Salary Budget Survey. Is yours one of them? PayAnalytics can help. Our customers use PayAnalytics to assist them in every step on the way towards a transparent and fair pay structure. Our software solution recommends individual raises to close the gap, quickly detects outliers, gives an overview of the cost to help with the budgeting, and so much more.

Addressing Demographic Pay Gaps with Data-driven Solutions | guest feature for insideBIGDATA

Dr. Margret Bjarnadottir (@mvilborg2) from @payanalytics recently wrote a guest feature for @insideBigData about addressing demographic #PayGaps with Data-driven Solutions.

Demographic pay gaps, including the gender pay gap, are the result of more complex factors than just a desire to minimize payroll expenses. They stem from unconscious biases and processes that are better suited to one group compared to another. And, as multiple executives have found out, good intentions and “mindfulness” are not enough to eliminate the gaps.

Why Companies' Attempts to Close the Gender Pay Gap Often Fail

PayAnalytics co-founders David Anderson and Margrét V. Bjarnadóttir wrote an article together with Cristian Dezso and David Gaddis Ross for Harvard Business Review about closing the gender pay gap.

Gender pay equity has become a big point of contention at many companies. Not only have politicians and other public figures spoken out against the gender pay gap, but there has also been a rising tide of high profile lawsuits targeting major employers, most notably in the U.S., with all the bad publicity and financial liability they entail.