Salary registration and retributive equality between women and men after RDL 6/2019

A first approximation

Abstract

Royal Decree–Law 6/2019 has introduced measures in favor of wage transparency thus reinforcing the equality of wages between men and women in companies. The definition of work of equal value and the business obligation to keep a salary record are the two fundamental measures. Companies are obliged to keep a salary record and justify those pay differences between men and women of more than 25%. This paper addresses various interpretative problems of art. 28 LET, for example, if the registry will be aimed at detecting wage discrimination or inequality, and above all, what could be the admissible justifications.