Pay transparency in Spain: where and what challenges do trade unions face?

Equal pay between men and women has been a long-standing fight for trade unions. The gender pay gap is not just a cold statistic; it reflects deep inequalities and injustices affecting millions of workers, their families, and society as a whole. So, when the European Union adopted the Pay Transparency Directive in 2023, many of us saw it as a real opportunity to make progress. However, the journey so far has shown that the challenge is far more complex than it appears on paper.

Where are we with the transposition?

Spain has until June 2026 to adopt this directive into national law, and while the process is underway, it is not without tensions. In the social dialogue between unions, employers, and the government, discussions focus on how to ensure effective pay transparency without jeopardising the viability of businesses, especially small and medium-sized enterprises (SMEs).

For instance, one debated issue is the relationship between this directive and the Minimum Interprofessional Wage (SMI). The government has proposed automating increases to the SMI by linking them to percentages of the average and median wages, which, if managed well, could help reduce basic wage inequalities. However, this requires consensus and a good deal of trust between the parties involved. As trade unions, we must stay vigilant and proactive to ensure these measures do not remain mere declarations of intent.

The crucial role of trade unions: Not just oversight, but action

One of the most important aspects of the directive is that it strengthens the right to access wage information, with a clear role for trade unions. This is an invaluable tool for us: having concrete data allows us to identify inequalities, argue with facts in collective bargaining, and demand concrete measures to correct them.

However, having information is only the first step. The directive also requires companies to evaluate pay gaps when they exceed 5% without objective justification. This means we must be prepared to actively participate in these processes, demand transparency, and ensure they translate into real measures that address inequalities.

Here lies another challenge: numbers alone are not enough. For the data to be meaningful and well-used, we need training. Wage information can be complex, fragmented, or presented in ways that make it difficult to interpret. It is essential that we train our representatives to understand this data, question it, and use it effectively in defence of workers.

Collaboration: Enemies or allies?

Sometimes, talk of trade unions and employers sounds like conflict. But the reality is that implementing this directive requires collaboration. Trade unions must work with employers to help establish clear and objective criteria for valuing jobs fairly and without gender bias.

This is a sensitive point: inequalities are often hidden behind opaque or outdated job classification systems. Revising these systems is not only fair, but necessary to make pay transparency truly effective. It is our responsibility, as worker representatives, to ensure these reviews are not just bureaucratic exercises but rigorous processes involving everyone and reflecting reality.

A future full of opportunities, but also demands

I won’t lie: the transposition and effective application of this directive will not be easy. There are resistances, technical difficulties, and much work ahead. But there is also a unique opportunity.

Pay transparency can be a driver of cultural change within companies and wider society. It fosters trust, improves job satisfaction, and helps attract and retain diverse talent. In the long term, this benefits everyone: workers, employers, and society at large.

To ensure this opportunity does not remain a mere statement, trade unions need to rise to the occasion. This means:

• Training and empowering our representatives.
• Demanding real access to comprehensive and useful information.
• Actively participating in pay evaluations.
• Promoting agreements that guarantee fair job valuation.
• Staying vigilant to ensure corrective measures do not remain on paper.

Final thoughts

As trade unions, we are at a crucial crossroads. The fight for equal pay is historic, and now we have a powerful legal tool at the European level. But having the tool is not enough; we must use it wisely, with rigour, courage, and vision. Only then can we turn pay transparency from a promise into a tangible reality for millions of people.

The future demands commitment and action. And I believe we are ready for it.