It constitutes a legal requirement in the event of having to carry out a voluntary or mandatory equality plan, since the approval of Royal Decree 902/2020, on equal pay. It involves the valuation of the entity’s positions to unite them into groups of equal value, as well as a more in-depth analysis of salary differences than the salary record. Having a remuneration audit means for your entity:

• Contrast of comparative analysis of salaries of women and men
• Confirmation of the identification of the origins of salary differences, if they exist.
• Contrast of possible corrective actions that lead to equal pay.
• Provide sufficient, rational and appropriate information on the effective application of the principle of equal treatment
• Prevent situations of discriminatory risk whatever their origin.