Salary Register and Pay Audit: What RD 902/2020 Requires
The salary register is mandatory for all companies
Royal Decree 902/2020 on equal pay requires all companies, regardless of size, to keep a salary register with the average values of salaries, supplements and non-salary items, broken down by sex and by professional group.
What the register must contain
The register records the average and the median of what is actually received by each grouping, differentiated by sex. Its aim is to make visible and correct the gender pay gap.
A pay difference of 25% or more between sexes requires justifying that it is not based on gender.
When a pay audit is needed
- Companies with a mandatory equality plan (50 or more people) must include a pay audit.
- The audit assesses the pay system and a diagnosis of the situation.
- It must include a job evaluation.
- It comes with an action plan to correct inequalities.
Relationship with payroll and time tracking
The salary register draws on payroll data and hours worked. Keeping time tracking and pay in order makes it easier to compile the register and respond to an inspection.
With RegulaKit you keep the working-time data that feeds your pay-transparency obligations in order. Learn more on our platform.
Conclusion
The salary register is mandatory for all companies and the pay audit for those with an equality plan. Keeping the data in order is the basis for complying with RD 902/2020.
Frequently Asked Questions
Which companies must keep a salary register?
All of them, regardless of size, under RD 902/2020.
What does the salary register record?
The average and median of salaries, supplements and non-salary items, broken down by sex and professional group.
When is a pay audit needed?
In companies with a mandatory equality plan, i.e. with 50 or more workers.
What if there is a gap of 25% or more?
The company must justify that the difference is not based on gender.
Where does the register data come from?
From payroll and working-time data, which is why it is best to keep them in order.