{"id":87630,"date":"2026-03-16T16:46:32","date_gmt":"2026-03-16T15:46:32","guid":{"rendered":"https:\/\/www.techbarcelona.com\/posting\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\/"},"modified":"2026-03-16T16:55:47","modified_gmt":"2026-03-16T15:55:47","slug":"nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva","status":"publish","type":"posting","link":"https:\/\/www.techbarcelona.com\/en\/posting\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\/","title":{"rendered":"Nueva Ley de Transparencia Salarial: un cambio estructural en la gesti\u00f3n retributiva"},"content":{"rendered":"

The upcoming implementation in Spain of Directive (EU) 2023\/970 on pay transparency will mark a turning point in how companies manage, communicate, and justify salaries.<\/strong> This is not merely a new formal obligation but a profound shift in pay culture<\/strong>, aimed at ensuring equal pay<\/strong> between women and men through much stricter transparency and control rules.<\/p>\n

The directive is based on a clear idea: salary opacity fosters inequality<\/strong>. It introduces individual rights to information<\/strong>, new corporate obligations<\/strong>, and a significant sanctioning regime<\/strong>. The deadline for entry into force is June 7, 2026<\/strong>.<\/p>\n

\n

Key obligations for companies<\/h3>\n

1. Pay transparency prior to employment: changes in recruitment and selection<\/strong><\/p>\n

One of the most visible impacts will be on selection processes, which must follow these guidelines:<\/p>\n

    \n
  • \n

    Job descriptions must indicate the salary or, at minimum, the salary range<\/strong> of the position.<\/p>\n<\/li>\n

  • \n

    Job advertisements and job titles must be gender-neutral<\/strong>.<\/p>\n<\/li>\n

  • \n

    During the selection process, companies cannot ask applicants about their pay history<\/strong> in current or previous employment.<\/p>\n<\/li>\n<\/ul>\n

    These measures aim to balance negotiating positions<\/strong> and enable more informed career decisions.<\/p>\n

    \n

    2. New rights for employees<\/strong><\/p>\n

    Employees will have a strengthened right to access pay information<\/strong>. They can request the following salary information:<\/p>\n

      \n
    • \n

      Pay levels:<\/strong> the company\u2019s average pay levels broken down by gender, and those of employees in positions of equal value<\/strong> to the role of the requesting employee.<\/p>\n<\/li>\n

    • \n

      Pay criteria:<\/strong> the criteria used to determine employee pay and career progression.<\/p>\n<\/li>\n<\/ul>\n

      Additionally, salary confidentiality clauses<\/strong> that prevent employees from sharing pay information will effectively be eliminated.<\/p>\n

      \n

      3. Recording and analysis of the pay gap<\/strong><\/p>\n

      Companies must maintain clear and structured pay information<\/strong> to detect inequalities.<\/p>\n

      If a gap greater than 5%<\/strong> without objective justification is detected, a joint pay assessment<\/strong> with the employee representatives is mandatory, including:<\/p>\n

        \n
      • \n

        Review of professional classification systems<\/p>\n<\/li>\n

      • \n

        Analysis of categories and positions of equal value<\/p>\n<\/li>\n

      • \n

        Identification of the causes of differences<\/p>\n<\/li>\n

      • \n

        Corrective action plan<\/p>\n<\/li>\n<\/ul>\n

        \n

        4. Pay gap reporting obligations and timeline by company size<\/strong><\/p>\n

        Timeline by company size:<\/strong><\/p>\n

          \n
        • \n

          Companies with over 250 employees: by June 7, 2027<\/p>\n<\/li>\n

        • \n

          Companies with 150\u2013249 employees: by June 7, 2028<\/p>\n<\/li>\n

        • \n

          Companies with 100\u2013149 employees: by June 7, 2031<\/p>\n<\/li>\n

        • \n

          Companies with fewer than 100 employees: no periodic reporting obligation, but must comply with transparency in recruitment and individual information rights<\/strong><\/p>\n<\/li>\n<\/ul>\n

          Periodic reporting obligations by company size:<\/strong><\/p>\n

            \n
          • \n

            Companies with more than 250 employees: annually<\/p>\n<\/li>\n

          • \n

            Companies with 100\u2013249 employees: every three years<\/p>\n<\/li>\n

          • \n

            Companies with fewer than 100 employees: no periodic reporting required, but must guarantee employees\u2019 individual rights to access pay information<\/strong><\/p>\n<\/li>\n<\/ul>\n

            \n

            5. Salary bands alone are not enough<\/strong><\/p>\n

            Many companies already use salary ranges, but this does not guarantee compliance<\/strong>.<\/p>\n

            It is essential to:<\/p>\n

              \n
            • \n

              Accurately evaluate positions of equal value<\/strong><\/p>\n<\/li>\n

            • \n

              Define objective criteria for progression and promotion<\/strong><\/p>\n<\/li>\n

            • \n

              Ensure that pay differences within the same band are justified<\/strong><\/p>\n<\/li>\n<\/ul>\n

              \n

              6. Sanctioning regime: fines and consequences for non-compliance<\/strong><\/p>\n

              Non-compliance with pay transparency rules carries a progressive sanctioning system<\/strong> that can significantly impact company finances.<\/p>\n

                \n
              • \n

                Fines can range from \u20ac626 to \u20ac225,018<\/strong>, depending on the severity of the violation. The highest fines apply in cases of deliberate or repeated pay discrimination<\/strong>.<\/p>\n<\/li>\n

              • \n

                Companies must also compensate employees who suffered gender-based pay discrimination<\/strong>, including back pay<\/strong> and any other economic losses resulting from the discriminatory situation.<\/p>\n<\/li>\n

              • \n

                Non-compliant companies may also lose access to public subsidies, grants, or incentives<\/strong>, and participation in public procurement procedures<\/strong> may be suspended.<\/p>\n<\/li>\n<\/ul>\n

                A crucial aspect of the directive is the reversal of the burden of proof<\/strong>: it is no longer the employee\u2019s responsibility to prove pay discrimination<\/strong>; instead, the company must demonstrate that pay differences are based on objective and gender-neutral criteria<\/strong>.<\/p>\n

                \n

                What should companies be doing now?<\/h3>\n

                Before the new law comes into force, it is recommended to:<\/p>\n

                  \n
                • \n

                  Conduct an internal pay audit<\/strong><\/p>\n<\/li>\n

                • \n

                  Review job evaluation and professional classification<\/strong><\/p>\n<\/li>\n

                • \n

                  Define consistent and justified salary bands<\/strong><\/p>\n<\/li>\n

                • \n

                  Document pay setting and review criteria<\/strong><\/p>\n<\/li>\n

                • \n

                  Adapt job offers and recruitment protocols<\/strong><\/p>\n<\/li>\n

                • \n

                  Train HR staff and middle management<\/strong><\/p>\n<\/li>\n

                • \n

                  Prepare an internal communication strategy<\/strong><\/p>\n<\/li>\n<\/ul>\n

                  At Bov\u00e9 Montero\u2019s labor department<\/strong>, we can help companies comply with the new regulations and reduce legal risks<\/strong>.<\/p>\n","protected":false},"excerpt":{"rendered":"

                  The upcoming implementation in Spain of Directive (EU) 2023\/970 on pay transparency will mark a turning point in how companies manage, communicate, and justify salaries. This is not merely a new formal obligation but a profound shift in pay culture, aimed at ensuring equal pay between women and men through […]<\/p>\n","protected":false},"template":"","class_list":["post-87630","posting","type-posting","status-publish","hentry"],"acf":[],"yoast_head":"\nNueva Ley de Transparencia Salarial: un cambio estructural en la gesti\u00f3n retributiva - Tech Barcelona<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.techbarcelona.com\/en\/posting\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Nueva Ley de Transparencia Salarial: un cambio estructural en la gesti\u00f3n retributiva - Tech Barcelona\" \/>\n<meta property=\"og:description\" content=\"The upcoming implementation in Spain of Directive (EU) 2023\/970 on pay transparency will mark a turning point in how companies manage, communicate, and justify salaries. This is not merely a new formal obligation but a profound shift in pay culture, aimed at ensuring equal pay between women and men through […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.techbarcelona.com\/en\/posting\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\/\" \/>\n<meta property=\"og:site_name\" content=\"Tech Barcelona\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/BarcelonaTechCity\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-16T15:55:47+00:00\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@bcntechcity\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/posting\\\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\\\/\",\"url\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/posting\\\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\\\/\",\"name\":\"Nueva Ley de Transparencia Salarial: un cambio estructural en la gesti\u00f3n retributiva - Tech Barcelona\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/#website\"},\"datePublished\":\"2026-03-16T15:46:32+00:00\",\"dateModified\":\"2026-03-16T15:55:47+00:00\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/posting\\\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/posting\\\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\\\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/posting\\\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Portada\",\"item\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Postings\",\"item\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/posting\\\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Nueva Ley de Transparencia Salarial: un cambio estructural en la gesti\u00f3n retributiva\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/#website\",\"url\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/\",\"name\":\"Tech Barcelona\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/#organization\",\"name\":\"Tech Barcelona\",\"url\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/www.techbarcelona.com\\\/wp-content\\\/uploads\\\/logo-tech-bcn-black.png\",\"contentUrl\":\"https:\\\/\\\/www.techbarcelona.com\\\/wp-content\\\/uploads\\\/logo-tech-bcn-black.png\",\"width\":347,\"height\":90,\"caption\":\"Tech Barcelona\"},\"image\":{\"@id\":\"https:\\\/\\\/www.techbarcelona.com\\\/en\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/www.facebook.com\\\/BarcelonaTechCity\",\"https:\\\/\\\/x.com\\\/bcntechcity\",\"https:\\\/\\\/www.instagram.com\\\/bcntechcity\\\/\",\"https:\\\/\\\/www.linkedin.com\\\/company\\\/barcelona-tech-city\\\/\",\"https:\\\/\\\/www.youtube.com\\\/channel\\\/UCKX-ZX0pM37GRtVNKgr4Rxg\"]}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Nueva Ley de Transparencia Salarial: un cambio estructural en la gesti\u00f3n retributiva - Tech Barcelona","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.techbarcelona.com\/en\/posting\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\/","og_locale":"en_US","og_type":"article","og_title":"Nueva Ley de Transparencia Salarial: un cambio estructural en la gesti\u00f3n retributiva - Tech Barcelona","og_description":"The upcoming implementation in Spain of Directive (EU) 2023\/970 on pay transparency will mark a turning point in how companies manage, communicate, and justify salaries. This is not merely a new formal obligation but a profound shift in pay culture, aimed at ensuring equal pay between women and men through […]","og_url":"https:\/\/www.techbarcelona.com\/en\/posting\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\/","og_site_name":"Tech Barcelona","article_publisher":"https:\/\/www.facebook.com\/BarcelonaTechCity","article_modified_time":"2026-03-16T15:55:47+00:00","twitter_card":"summary_large_image","twitter_site":"@bcntechcity","twitter_misc":{"Est. reading time":"4 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/www.techbarcelona.com\/en\/posting\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\/","url":"https:\/\/www.techbarcelona.com\/en\/posting\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\/","name":"Nueva Ley de Transparencia Salarial: un cambio estructural en la gesti\u00f3n retributiva - Tech Barcelona","isPartOf":{"@id":"https:\/\/www.techbarcelona.com\/en\/#website"},"datePublished":"2026-03-16T15:46:32+00:00","dateModified":"2026-03-16T15:55:47+00:00","breadcrumb":{"@id":"https:\/\/www.techbarcelona.com\/en\/posting\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.techbarcelona.com\/en\/posting\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/www.techbarcelona.com\/en\/posting\/nueva-ley-de-transparencia-salarial-un-cambio-estructural-en-la-gestion-retributiva\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Portada","item":"https:\/\/www.techbarcelona.com\/en\/"},{"@type":"ListItem","position":2,"name":"Postings","item":"https:\/\/www.techbarcelona.com\/en\/posting\/"},{"@type":"ListItem","position":3,"name":"Nueva Ley de Transparencia Salarial: un cambio estructural en la gesti\u00f3n retributiva"}]},{"@type":"WebSite","@id":"https:\/\/www.techbarcelona.com\/en\/#website","url":"https:\/\/www.techbarcelona.com\/en\/","name":"Tech Barcelona","description":"","publisher":{"@id":"https:\/\/www.techbarcelona.com\/en\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.techbarcelona.com\/en\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.techbarcelona.com\/en\/#organization","name":"Tech Barcelona","url":"https:\/\/www.techbarcelona.com\/en\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.techbarcelona.com\/en\/#\/schema\/logo\/image\/","url":"https:\/\/www.techbarcelona.com\/wp-content\/uploads\/logo-tech-bcn-black.png","contentUrl":"https:\/\/www.techbarcelona.com\/wp-content\/uploads\/logo-tech-bcn-black.png","width":347,"height":90,"caption":"Tech Barcelona"},"image":{"@id":"https:\/\/www.techbarcelona.com\/en\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/BarcelonaTechCity","https:\/\/x.com\/bcntechcity","https:\/\/www.instagram.com\/bcntechcity\/","https:\/\/www.linkedin.com\/company\/barcelona-tech-city\/","https:\/\/www.youtube.com\/channel\/UCKX-ZX0pM37GRtVNKgr4Rxg"]}]}},"_links":{"self":[{"href":"https:\/\/www.techbarcelona.com\/en\/wp-json\/wp\/v2\/posting\/87630","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.techbarcelona.com\/en\/wp-json\/wp\/v2\/posting"}],"about":[{"href":"https:\/\/www.techbarcelona.com\/en\/wp-json\/wp\/v2\/types\/posting"}],"wp:attachment":[{"href":"https:\/\/www.techbarcelona.com\/en\/wp-json\/wp\/v2\/media?parent=87630"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}