The filing of Form 190 is approaching and with it comes the time to update our Wage Register.

At GM Integra, we understand that the Salary Register is more than a mere legal obligation: it is an essential tool for guaranteeing fairness and transparency in the workplace. However, have you ever wondered what are the specific equality responsibilities that your company must comply with depending on its size? Let's brush up on those details.

Companies with 50 employees or more

• Wage Register (RD 902/2020)
• Equality Plan (including Job Evaluation and Salary Audit, RD 901/2020).
• Workplace Harassment Protocol (Law 31/1995)
• Equality training and awareness-raising (LO 10/2022)
• Protocol on sexual harassment and harassment based on sex (LO 3/2007)
• Whistleblower channel - Mandatory and anonymous (Law 2/2023)
• Review of the Occupational Risk Prevention Plan (risk assessment of jobs occupied by women, LO 10/2022).
• LGTBI Plan (Law 4/2023, pending regulatory development)

Companies with less than 50 employees

• Wage Register (RD 902/2020)
• Voluntary Equality Plan (including Job Evaluation and Salary Audit, RD 901/2020) - Optional but recommended.
• Workplace Harassment Protocol (Law 31/1995)
• Equality training and awareness-raising (LO 10/2022)
• Protocol on sexual harassment and harassment based on sex (LO 3/2007)
• Whistleblower Channel - Not required to be anonymous, but recommended (Law 2/2023)
• Review of the Occupational Risk Prevention Plan (risk assessment of jobs occupied by women, LO 10/2022).
• LGTBI Plan (Law 4/2023, optional but advisable)

At GM Integra, we are here to support you in complying with your company's equality obligations. If you need guidance or advice, do not hesitate to contact us. Let's work together for a fair and inclusive work environment.