Pay gap analysis
Calculate pay differences from configured data and groups. The result identifies where the company should review the information and document relevant causes.
4
Breakdown levels
Pay equality
Build a culture of salary transparency
Pay equity builds trust, improves retention, and strengthens your employer brand. TalentoHQ gives you the tools to analyze it, document it, and act on real data.
17%
Average pay gap in Spain
25%
Legal alert threshold
Jun 2026
EU Directive in effect
Guided demo available
Configurable employee groups
Cancel anytime
Prepare the salary register using criteria that can be reviewed.
Preparing the salary register means bringing pay concepts together, classifying the information and calculating averages and medians for the relevant groups. When those records are split across files, every update is harder to verify and the applied criteria are more difficult to retain.
Everything you need to manage pay equity
TalentoHQ calculates pay differences from the data and employee groups you configure. The result shows where the information may need review, but the company must verify the data, analyze causes and document any required justification.
Salary register
Prepare the information required for a salary register under Royal Decree (RD) 902/2020. Review averages and medians by gender and professional group, break down pay components, and export the result to Excel for your company to validate.
RD 902
Regulatory framework
Job evaluation
Evaluate each position using 4 weighted factors: education, experience, responsibility, and working conditions. An objective score from 0 to 100 that underpins your salary structure.
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Weighted factors
Equality dashboard: view the overall pay gap, gender distribution, and professional group breakdown at a glance.
Salary register: generate reports with automatic alerts when the gap exceeds 25%, broken down by professional group and gender.
Job evaluation: assess each position with 4 weighted factors (education, experience, responsibility, conditions) and get an objective score.
From setup to report in 4 steps
The tool prepares calculations and documents from the company’s configuration. Before using them, the responsible people should review the data, groups and applied criteria.
1
Set up your data
Define the job positions, professional groups, and contract types at your company. TalentoHQ adapts to your organizational structure.
2
Analyze the gap
TalentoHQ calculates pay differences from the configured data and groups. The company verifies the data, analyses causes and documents any required justification.
3
Identify imbalances
Receive automatic alerts when a group exceeds the 25% gap. Pinpoint exactly where the differences are that need attention.
4
Export and act
Export the salary register, job evaluation and analysis. Before using the documents, review their contents with the responsible people and obtain employment-law advice where needed.
Pay equity that builds trust
Keeping the data and applied criteria together makes it easier for responsible people to review differences and explain how the register was prepared.
Documentation ready for review
Export the salary register, job evaluation and analysis so the responsible people can verify the data before using the documents.
Transparency and trust
Documenting the concepts and criteria used makes it easier to explain the analysis and review questions about pay information.
Objective decisions
Job evaluation and difference analysis contribute data to the process. The company remains responsible for interpreting causes and deciding any measures.
Preparing the register
Keep the groups, pay concepts and criteria together so each update begins from a documented, reviewable foundation.
Regulations that may already apply to you
Spanish legislation on pay equality is clear, and penalties for non-compliance can reach €225,000. Knowing your obligations is the first step.
RD 902/2020
Mandatory salary register
All companies must maintain a salary register covering their entire workforce, broken down by gender and professional group. Companies with more than 50 employees must also include a pay audit.
RD 901/2020
Equality plan and job evaluation
Companies with more than 50 employees must have an equality plan that includes a job evaluation based on objective, gender-neutral criteria.
Your questions, answered
Which companies are required to have a salary register?
All of them. RD 902/2020 establishes that every company, regardless of size, must maintain a salary register covering its entire workforce. Companies with more than 50 employees must also include a pay audit as part of their equality plan.
How is the pay gap calculated?
TalentoHQ applies the standard formula: (Average male salary - Average female salary) / Average male salary × 100. The calculation is performed overall and broken down by professional group, level, and job family.
What happens if the gap exceeds 25%?
If the difference within a group equals or exceeds 25%, the company must include in its salary register a justification showing that the difference is not related to gender. TalentoHQ generates automatic alerts whenever this threshold is exceeded.
What factors are used in the job evaluation?
Four factors with configurable weights are assessed: required education (25% by default), professional experience (25%), level of responsibility (30%), and working conditions (20%). Each factor is scored from 0 to 100, and the system calculates the overall weighted score.
Can I export the reports for a labor inspection?
You can export the salary register, gap analysis and job evaluation to Excel. Before presenting or sharing the documents, review the data, applied criteria and required scope with the responsible people.
How much does it cost? Is there a minimum commitment?
Pay equality tools are included in TalentoHQ plans. Request a demo to review an example calculation and export and confirm current pricing. There is no minimum commitment.
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