{"id":1487,"date":"2024-11-28T10:59:00","date_gmt":"2024-11-28T09:59:00","guid":{"rendered":"https:\/\/jjfconsultores.com\/?p=1487"},"modified":"2024-11-28T18:38:15","modified_gmt":"2024-11-28T17:38:15","slug":"registro-salarial-en-las-empresas-que-debe-incluir-y-que-no","status":"publish","type":"post","link":"https:\/\/jjfconsultores.com\/index.php\/2024\/11\/28\/registro-salarial-en-las-empresas-que-debe-incluir-y-que-no\/","title":{"rendered":"Registro salarial en las empresas: \u00bfqu\u00e9 debe incluir y qu\u00e9 no?"},"content":{"rendered":"<span class=\"span-reading-time rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\"><b>\u23f1<\/span> <span class=\"rt-time\"> 2<\/span> <span class=\"rt-label rt-postfix\">minutos<\/b><\/span><\/span>\n<p>Imagina que un sindicato solicita acceso al registro salarial de tu plantilla. Te enfrentas a una pregunta clave: \u00bfhasta d\u00f3nde llega tu obligaci\u00f3n legal? El <a href=\"https:\/\/www.poderjudicial.es\/cgpj\/es\/Poder-Judicial\/Tribunal-Supremo\/Noticias-Judiciales\/El-Tribunal-Supremo-dictamina-que-el-registro-salarial-no-debe-permitir-que-se-conozca-la-retribucion-individual\">Tribunal Supremo<\/a> no solo ha resuelto esta duda, sino que tambi\u00e9n acaba de establecer unos l\u00edmites claros para proteger la privacidad de los empleados.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_80 counter-flat ez-toc-counter ez-toc-transparent ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Ve al grano<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Alternar tabla de contenidos\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/jjfconsultores.com\/index.php\/2024\/11\/28\/registro-salarial-en-las-empresas-que-debe-incluir-y-que-no\/#%C2%BFQue_exige_la_ley_sobre_el_registro_salarial\" >\u00bfQu\u00e9 exige la ley sobre el registro salarial?&nbsp;<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/jjfconsultores.com\/index.php\/2024\/11\/28\/registro-salarial-en-las-empresas-que-debe-incluir-y-que-no\/#%C2%BFQue_informacion_debe_contener_este_registro\" >\u00bfQu\u00e9 informaci\u00f3n debe contener este registro?<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/jjfconsultores.com\/index.php\/2024\/11\/28\/registro-salarial-en-las-empresas-que-debe-incluir-y-que-no\/#%C2%BFDe_donde_surge_este_fallo_del_Tribunal_Supremo\" >\u00bfDe d\u00f3nde surge este fallo del Tribunal Supremo?\u00a0<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/jjfconsultores.com\/index.php\/2024\/11\/28\/registro-salarial-en-las-empresas-que-debe-incluir-y-que-no\/#%C2%BFComo_afecta_esta_sentencia_a_la_igualdad_salarial\" >\u00bfC\u00f3mo afecta esta sentencia a la igualdad salarial?\u00a0<\/a><\/li><li class='ez-toc-page-1'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/jjfconsultores.com\/index.php\/2024\/11\/28\/registro-salarial-en-las-empresas-que-debe-incluir-y-que-no\/#%C2%BFQue_implica_esta_decision_para_tu_empresa\" >\u00bfQu\u00e9 implica esta decisi\u00f3n para tu empresa?&nbsp;<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%C2%BFQue_exige_la_ley_sobre_el_registro_salarial\"><\/span>\u00bfQu\u00e9 exige la ley sobre el registro salarial?&nbsp;<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>El Estatuto de los Trabajadores determina que todas las empresas deben elaborar un registro salarial que refleje los <strong>valores medios de las retribuciones desglosados por sexo<\/strong>. Esta herramienta busca detectar y combatir posibles desigualdades retributivas entre hombres y mujeres.\u00a0<\/p>\n\n\n\n<p>No obstante, como podemos leer en la <a href=\"https:\/\/www.google.com\/url?sa=t&amp;source=web&amp;rct=j&amp;opi=89978449&amp;url=https:\/\/spanish.vlexblog.com\/wp-content\/uploads\/2024\/11\/STS-1302-2024-Registro-retributivo.pdf&amp;ved=2ahUKEwirmLTzxv-JAxWBa_EDHZ5fEKMQFnoECBsQAQ&amp;usg=AOvVaw1tA08EzaoEb_YFlY0jQ3S0\">Sentencia 1302\/2024, de 21 de noviembre<\/a>, <strong>el empleador no est\u00e1 obligado a incluir informaci\u00f3n que permita identificar la retribuci\u00f3n individual<\/strong> de cada empleado. Y esto no es un detalle menor, ya que mezclar transparencia con datos personales puede abrir la puerta a ciertos problemas.\u00a0<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%C2%BFQue_informacion_debe_contener_este_registro\"><\/span>\u00bfQu\u00e9 informaci\u00f3n debe contener este registro?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Datos necesarios<\/strong>: la informaci\u00f3n debe incluir el salario base, los complementos y las percepciones extrasalariales, especificando cada percepci\u00f3n de forma diferenciada.<\/li>\n\n\n\n<li><strong>Criterios de desagregaci\u00f3n<\/strong>: desglosados por sexo, grupo profesional, categor\u00eda profesional o nivel, tal como dispone el <a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2020-12215&amp;p=20201014&amp;tn=1#a5\">art\u00edculo 5 del Real Decreto 902\/2020<\/a>.<\/li>\n\n\n\n<li><strong>Periodo de referencia<\/strong>: a\u00f1o natural, con posibilidad de actualizaci\u00f3n ante cambios significativos.<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%C2%BFDe_donde_surge_este_fallo_del_Tribunal_Supremo\"><\/span>\u00bfDe d\u00f3nde surge este fallo del Tribunal Supremo?\u00a0<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>El caso que ha llevado al Tribunal Supremo a pronunciarse empez\u00f3 con una demanda de varios sindicatos. Los trabajadores exig\u00edan datos detallados, incluidos los referentes a grupos profesionales ocupados por una sola persona, algo que podr\u00eda revelar su <a href=\"https:\/\/jjfconsultores.com\/index.php\/2023\/08\/03\/el-ts-fija-que-las-empresas-deben-probar-el-pago-de-salarios-en-caso-de-demanda\/\">salario individual<\/a>.<\/p>\n\n\n\n<p>La Audiencia Nacional fall\u00f3 inicialmente a favor de los sindicatos. Sin embargo, la empresa decidi\u00f3 recurrir y como resultado, el Supremo ha revocado esta primera resoluci\u00f3n, argumentando que la legislaci\u00f3n vigente exige <strong>transparencia colectiva, no individual<\/strong>.<\/p>\n\n\n\n<p>El Alto Tribunal concluye que el registro debe incluir los valores medios de los salarios, los complementos y las percepciones extrasalariales, desagregados por sexo y distribuidos por grupos profesionales, categor\u00edas profesionales o puestos de trabajo iguales o de igual valor. El objetivo no es exponer a nadie, sino detectar posibles desigualdades. Mostrar informaci\u00f3n individual vulnerar\u00eda la protecci\u00f3n de datos y exceder\u00eda los requisitos del <strong><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2015-11430&amp;p=20240802&amp;tn=1#a28\">art\u00edculo 28 del Estatuto de los Trabajadores<\/a><\/strong>.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%C2%BFComo_afecta_esta_sentencia_a_la_igualdad_salarial\"><\/span>\u00bfC\u00f3mo afecta esta sentencia a la igualdad salarial?\u00a0<span class=\"ez-toc-section-end\"><\/span><\/h4>\n\n\n\n<p>\u00bfSe puede garantizar la igualdad salarial sin acceder a datos individuales? Como hemos podido leer, el Tribunal Supremo considera que s\u00ed, ya que los datos individualizados no son imprescindibles para alcanzar la igualdad retributiva.<\/p>\n\n\n\n<p>Esta <strong><a href=\"https:\/\/www.igualdadenlaempresa.es\/asesoramiento\/herramientas-igualdad\/docs\/Herramienta_Registro_Retributivo.xlsx\">hoja de c\u00e1lculo desarrollada por el Ministerio de Igualdad<\/a><\/strong> te proporcionar\u00e1 un modelo est\u00e1ndar que garantice la transparencia y el cumplimiento normativo en tu empresa, ayud\u00e1ndote a identificar brechas salariales de manera efectiva.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%C2%BFQue_implica_esta_decision_para_tu_empresa\"><\/span>\u00bfQu\u00e9 implica esta decisi\u00f3n para tu empresa?&nbsp;<span class=\"ez-toc-section-end\"><\/span><\/h5>\n\n\n\n<p>Ahora que el Tribunal Supremo ha fijado los l\u00edmites respecto al registro salarial, ten presente que debes:\u00a0<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Preparar un registro salarial adecuado<\/strong>: incluye valores medios de retribuci\u00f3n desglosados por g\u00e9nero, pero no datos que identifiquen a personas.&nbsp;<\/li>\n\n\n\n<li><strong>Respetar la privacidad de tu plantilla<\/strong>: elabora el registro en cumplimiento del RGPD.&nbsp;<\/li>\n\n\n\n<li><strong>Promover la igualdad salarial<\/strong>: utiliza los datos globales para analizar posibles desigualdades.<\/li>\n<\/ol>\n\n\n\n<p>En nuestro despacho, contamos con <a href=\"https:\/\/jjfconsultores.com\/index.php\/quienes-somos\/\">expertos en derecho laboral<\/a> que te ayudar\u00e1n a implementar un registro salarial ajustado a la normativa para garantizar que cumplas con la ley y, al mismo tiempo, protejas a tus empleados. <a href=\"https:\/\/jjfconsultores.com\/index.php\/contacto\/\">Contacta con nosotros<\/a> y asegura la tranquilidad de tu empresa.<\/p>\n","protected":false},"excerpt":{"rendered":"<p><span class=\"span-reading-time rt-reading-time\" style=\"display: block;\"><span class=\"rt-label rt-prefix\"><b>\u23f1<\/span> <span class=\"rt-time\"> 2<\/span> <span class=\"rt-label rt-postfix\">minutos<\/b><\/span><\/span>Imagina que un sindicato solicita acceso al registro salarial de tu plantilla. Te enfrentas a una pregunta clave: \u00bfhasta d\u00f3nde llega tu obligaci\u00f3n legal? El Tribunal Supremo no solo ha resuelto esta duda, sino que tambi\u00e9n acaba de establecer unos l\u00edmites claros para proteger la privacidad de los empleados. \u00bfQu\u00e9 &hellip; <\/p>\n","protected":false},"author":2,"featured_media":1488,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_mbp_gutenberg_autopost":false,"_joinchat":[],"footnotes":""},"categories":[15,16],"tags":[],"class_list":["post-1487","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-laboral","category-tips-legales"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Registro salarial en las empresas: \u00bfqu\u00e9 debe incluir y qu\u00e9 no?<\/title>\n<meta name=\"description\" content=\"El Tribunal Supremo ha aclarado los l\u00edmites del registro salarial: descubre c\u00f3mo cumplir la normativa y proteger la privacidad en 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