When the gender pay gap is mentioned, many companies feel it is a distant issue. Salaries are defined, collective agreements apply, and on the surface, everything seems correct.
However, when the data is reviewed in detail, differences sometimes appear that had never been properly analyzed.
Every February 22nd, Equal Pay Day is observed. According to the latest official data, the gender pay gap in Spain stands at 15.7%, although it falls to 4.9% for full-time employment.
This is the lowest figure in the historical series, but it still reflects a structural inequality that companies must address through transparency and regulatory compliance.
Why Is Equal Pay Day Still a Key Date for Companies?
This observance, promoted by resolutions of the European Parliament, reinforces the principle of equal pay for work of equal value.
For organizations, this is not just a reputational issue. It directly impacts:
- Talent attraction and retention
- Legal certainty
- Internal culture
- Competitiveness
Today, equal pay is also a matter of efficient management and risk prevention.
What Do Current Figures Tell Us About the Gender Pay Gap in Spain?
Official data confirms a downward trend. The 15.7% gap is the lowest recorded to date. However, inequalities persist in traditionally feminized sectors and roles such as care work, cleaning services, or social healthcare assistance.
In full-time employment, the gap decreases to 4.9%, showing that transparency policies are having an effect. Nevertheless, inequality has not disappeared and requires internal control mechanisms, as highlighted by the Ministerio de Igualdad.
What Are the Most Important Developments in Directive (EU) 2023/970?
Directive (EU) 2023/970 introduces significant changes in salary transparency that must be incorporated into national legislation.
Transparency in Job Offers
Employers will be required to disclose salary or salary bands during recruitment processes.
Reduction of the Justification Threshold
The salary difference threshold that triggers the obligation to justify is reduced from 25% to 5%, strengthening transparency requirements.
Greater Access to Information
The Representación Legal de las Personas Trabajadoras (RLPT) will have greater access to salary data to monitor compliance with the principle of equality.
How Must Your Company Comply with Real Decreto 902/2020?
Real Decreto 902/2020 regulates equal pay between women and men and establishes specific obligations.
Mandatory Salary Register
All companies must have an updated Salary Register including:
- Average and median salaries
- Base salary
- Salary supplements
- Non-wage compensation
- Breakdown by gender and professional group
Plan de Igualdad and Pay Audit
Companies with more than 50 employees must implement an Equality Plan that includes a specific pay audit.
What Objective Criteria Can Justify a Salary Difference?
If the gender pay gap reaches or exceeds 25% under current national regulation, the company must prepare a justification report based on objective and non-discriminatory criteria.
These may include:
- Seniority
- Academic or technical qualifications
- Level of responsibility
- Functional complexity
- Specific working conditions (shift work, night work, hazardous conditions)
The key is that these criteria are properly documented and consistently applied.
What Penalties Do Companies Face for Non-Compliance?
Failure to comply may result in financial penalties and reputational consequences.
| Type of infringement | Financial penalty | Additional impact |
| Failure to maintain a Salary Register | Between €751 and €7,500 | Graduated according to severity |
| Proven salary discrimination | Higher penalties | Graduated according to severity |
| Reputational damage | Not quantifiable | Employer branding impact |
| Loss of competitiveness | Indirect | Talent attrition |
Frequently Asked Questions About Equal Pay
- Are SMEs with fewer than 10 employees required to comply?
Yes. The Salary Register obligation applies to all companies.
- How often must it be updated?
At least once a year or whenever significant salary changes occur.
- Is the Salary Register the same as a Pay Audit?
No. The Salary Register is mandatory for all companies. The Pay Audit is part of the Plan de Igualdad and is only mandatory for companies with more than 50 employees.
How Can GM Integra Help You Comply with Equal Pay Requirements?
Equal pay is not only a legal obligation. It is an opportunity to review your salary structure, strengthen transparency, and reduce future risks.
At GM Integra, we help you comply with the regulation through tools, training, and specialized advisory services to move toward real equality.