Remuneration registration and salary audit for companies

Comply with equal pay regulations and analyze if there are gaps in your organization.

At Sellarès Assessors we prepare the remuneration register and the salary audit of your company in accordance with Royal Decree 902/2020. Whether you are required by law or want to move towards a more transparent pay policy, we accompany you with analysis, white papers and strategic guidance. A key service in terms of equality, legal compliance and business reputation.

Calculation and preparation of monthly payslips
Social Security Settlement (TGSS)
Registrations, deregistrations and modifications in Social Security
Employment contract management and renewals
Control of absences, medical leaves and incidents
Company certificates and procedures with the SEPE/INSS
Work dashboards with Power BI
Digital portals for companies and workers
Digital signature of employment documents
24/7 employee registration

Our payroll management service in Barcelona includes everything your company needs to comply with labor regulations and keep daily operations under control.

Monthly payroll management

Registrations, cancellations and hiring

Technology and reporting

Our outsourced labor management service in Barcelona includes everything your company needs to comply with regulations and keep daily operations under control.

Registrations, cancellations and hiring

Technology and reporting

Monthly payroll management

What our remuneration registration service includes. Comply with regulations and improve salary management with clear data.

Preparation of the remuneration register

Gender-responsive salary audit

Integration into the equality plan

Is your company sure you don't have pay gaps? Common mistakes that can cost you dearly

Thinking that paying the same is complying with the law

Registration and auditing are not optional, they are required by regulations.

Not knowing if there is inequality

Many breaches are not intentional, but they are punishable.

Registering without technical methodology

Errors in analysis can work against you in an inspection.

Not having it updated

Registration must be renewed at least once a year or upon changes.

Not involving HR and management

Without strategic vision, registration becomes just another procedure.

Confusing it with auditing

They are not the same. The audit is more in-depth and mandatory in companies with an equality plan.

Technical and legal support, from analysis to result

Our service is not limited to filling in a table: we analyse, interpret and help you understand how your company’s remuneration policy is structured. We apply technical and legal criteria to comply with regulations, but also to help you make fairer and more sustainable internal decisions. If you have an equality plan, we integrate everything into the same approach. If not, we guide you so that this is the first step.

Tools and methodology applied. Realistic, legal and easy-to-interpret salary analysis

We use templates adjusted to RD 902/2020, comparative methods and segmentation by key variables: sex, category, type of working day or contract. We present the data in a way that is clear, useful and compatible with inspections, equality plans or external audits.

Technically validated remuneration record
Report with comparative charts
Documentation ready to submit
Joint review with HR or management

Meet Sellarès Assessors

At Sellarès Assessors we have been accompanying SMEs for more than five decades.

Our multidisciplinary team offers comprehensive advice in the labour, tax, accounting and legal areas, with a strategic, human and technologically up-to-date perspective.

+50

Years of experience

Professional

6.500

Monthly payrolls

3.200

Annual training hours

85%

of our customers recommends us

7,550

Annual tax settlements

Figures that support our commitment

Staying compliant is just the beginning. A rigorous salary analysis transmits confidence, improves the work environment and strengthens your image as a committed company. At Sellarès Assessors we help you turn the obligation into a strategic tool.

+50

Years of excellence

Professional

6.500

Payslips per month

3.200

Annual training hours

85%

of our satisfied customers

7,550

Annual tax settlements

Sellarès in numbers: References and data

+50

Years of experience

Professional

6.500

Monthly payrolls

7.550

Annual tax settlements

3.200

annual hours invested in training work teams

85%

of satisfaction of our customers

Xavier Sellarès Esmarats

Socio-Director

Director Área Sociolaboral
Responsable Administración de Personal, Procesos y TIC

Graduado Social Colegiado

Natàlia Sellarès Esmarats

Responsable Área Sociolaboral

Técnica en Derecho Laboral y de la Seguridad Social. Máster en Habilidades Directivas.

Sabina Borrajo Ruiz

Responsable Área Sociolaboral

Diplomada en Gestión y Administración Pública. Licenciada en Ciencias del Trabajo

Josep Mª Sellarès Esmarats

Socio-Director

Director Área Servicios Generales
Director Área Inmobiliaria
Agente Inmobiliario

Programa Dirección General EADA

Sergi Laborda Estefanía

Socio-Director

Director Área Económica

Diplomado en Ciencias Empresariales. Máster en Auditoria de Cuentas.

Laura Ariza Serrat

Directora Área Legal, Directora de RRHH

Abogada
Certificada en Compliance

Máster en Habilidades Directivas

Remuneration transparency as a competitive advantage

What other companies ask us about the remuneration register

Is it mandatory to have a remuneration register?

Yes. Since April 2021, all companies – regardless of their size – have been required to have an updated remuneration register that includes the average and median salaries of the workforce, broken down by sex and professional category, according to Royal Decree 902/2020.

What is the difference between remuneration registration and salary audit?

The remuneration register is a static photo of salaries by sex. The salary audit goes further: it analyzes whether there are inequalities, studies causes and proposes corrective measures. It is mandatory for companies with an equality plan in force.

How often do I have to update the registry?

As a general rule, it should be updated every year. Also if there are relevant changes in the salary structure, such as new categories, agreements or significant increases.

Can the template access the registry?

Yes, although with limitations. Workers can request access through their legal representation, and this must receive complete content. If there are no representatives, a summary with percentage data is provided.

What happens if I don't have a registration and I'm asked to do so at an inspection?

The company is exposed to financial sanctions, especially if there is wage discrimination. In addition, it could negatively affect you in public bidding processes or equality certifications.

Can you help us even if we don't have an equality plan?

Yes. We prepare the registry and advise you on how to comply with the regulations even if you do not have a plan. If your company has 50 or more workers, we also guide you to start the complete process.

Take the first step now

Fill out the form and an expert will contact you to answer your questions.

Response in less than 24 hours.

Calculation and preparation of monthly payslips
Social Security Settlement (TGSS)
Registrations, deregistrations and modifications in Social Security
Employment contract management and renewals
Control of absences, medical leaves and incidents
Company certificates and procedures with the SEPE/INSS
Work dashboards with Power BI
Digital portals for companies and workers
Digital signature of employment documents
24/7 employee registration