The presentation of Form 190 is approaching and with it comes the time to update our Salary Register.
At GM Integra, we understand that the Salary Register is more than just a legal obligation: it is an essential tool to guarantee equity and transparency in the workplace. However, have you wondered what are the specific responsibilities regarding equality that your company must comply with according to its size? Let’s refresh those details.
Companies with 50 or more employees
- Salary Register (RD 902/2020)
- Equality plan (which includes the Job Evaluation and Salary Audit, RD 901/2020)
- Workplace harassment protocol (Law 31/1995)
- Training and awareness on equality (LO 10/2022)
- Sexual and gender-based harassment protocol (LO 3/2007)
- Complaints 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
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- Salary Register (RD 902/2020)
- Voluntary equality plan (which includes the Job Evaluation and Salary Audit, RD 901/2020) – Optional but recommended
- Workplace harassment protocol (Law 31/1995)
- Training and awareness on equality (LO 10/2022)
- Sexual and gender-based harassment protocol (LO 3/2007)
- Reporting channel – It is not mandatory that it be anonymous, but it is recommended (Law 10/2022)
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 recommended)
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.