{"id":21928,"date":"2026-05-12T09:21:48","date_gmt":"2026-05-12T07:21:48","guid":{"rendered":"https:\/\/www.pkf-attest.es\/tecnologia\/novedades-itc\/guia-ley-transparencia-salarial-2\/"},"modified":"2026-05-12T09:21:48","modified_gmt":"2026-05-12T07:21:48","slug":"guia-ley-transparencia-salarial","status":"publish","type":"novedades-itc","link":"https:\/\/www.pkf-attest.es\/tecnologia\/en\/novedades-itc\/guia-ley-transparencia-salarial\/","title":{"rendered":"Pay Transparency Act: What It Requires and How to Prepare Before 2026"},"content":{"rendered":"\n
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Salary management in companies is about to undergo a fundamental change. Until now, compensation has been based on individual negotiations, poorly documented criteria, and structures that are difficult to justify. From now on, that model is no longer viable.<\/h3>\n\n\n\n

With the European Pay Transparency Directive<\/strong>, transparency is no longer just a best practice but a legal requirement<\/strong>, particularly for companies with more than 50 employees<\/strong>. And time is running out:<\/p>\n\n\n\n

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\ud83d\uddd3\ufe0f Spain has until June 7, 2026,<\/strong> to incorporate this regulation into its national legislation.<\/p>\n<\/div><\/div>\n<\/div><\/div>\n\n\n\n

For many organizations, this means reviewing processes, organizing salary data, and preparing for a new environment that requires oversight, reporting, and objective justification of compensation decisions.<\/p>\n\n\n\n

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Why is pay transparency no longer optional?<\/strong><\/h2>\n\n\n\n

In addition, the directive was created with a clear objective: to reduce the pay gap and ensure fair pay for work of equal value. It also introduces new requirements that directly affect HR, management, and legal teams<\/strong>.<\/p>\n\n\n\n

Some of the key features of the new framework are:<\/p>\n\n\n\n

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  • Clear and documented salary criteria<\/strong> are required.<\/li>\n\n\n\n
  • Workers’ access to information on pay ranges and levels<\/strong>.<\/li>\n\n\n\n
  • Objective justification for pay differences exceeding 5%.<\/strong><\/li>\n\n\n\n
  • New reporting and monitoring<\/strong> requirements, particularly for companies with 100 or more employees.<\/li>\n\n\n\n
  • Greater legal and reputational<\/strong> risk if reliable data is not available.<\/li>\n<\/ul>\n\n\n\n

    The lack of transparency leaves companies unable to defend themselves against complaints, inspections, or audits.<\/p>\n\n\n\n

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    Download the Guide to Pay Transparency<\/strong><\/h2>\n\n\n\n

    Get a head start on the new regulations, reduce legal risks, and start developing a clear, fair, and justifiable compensation policy.<\/p>\n\n\n\n

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    Download the e-book now and get ready to comply with the European Pay Transparency Directive.<\/strong><\/p>\n\n\n

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