Salary opacity in companies has its days numbered

The Wage Transparency Act is a regulation that seeks to guarantee equal pay among workers, avoiding unjustified discrimination in remuneration, especially for gender reasons. Its main objective is to make wage differences within companies visible, so that employers and employees can identify possible gaps and act accordingly. In DATA AND SERVICES we explain all the details of the new regulation.

This law, promoted by the European Union, will come into force in our country in June 2026.

Its application will be progressive and, in a first phase, mandatory for companies with more than 100 employees.

The regulation prohibits certain practices that have been common in selection processes until now, such as asking about candidates' salary history. It also introduces new legal tools so that employees can request salary information in a completely transparent manner.

The law is based on the obligation of companies to provide clear and accessible information about remuneration. This may include the publication of salary tables, salary ranges by position or category, and justifications of the criteria used to determine salaries.

Furthermore, in many cases, regulations require the preparation of a remuneration record that shows the total average of salaries and also the average of salaries according to gender, professional category and position.

Changes in business management

The Salary Transparency Act may mean a change in the management of internal human resources policies for companies. Not only will they have to comply with the creation of salary records and audits, but they will also be forced to review hiring and promotion practices to ensure that remuneration criteria are objective and transparent. This may require legal advice, equality training and a review of existing compensation systems.

Likewise, the law introduces control mechanisms and sanctions in the event of non-compliance, with fines ranging between 626 and 225,018 euros, depending on the severity, and the obligation to compensate the employee for discrimination.

If you need more information, do not hesitate to contact DATA AND SERVICES.