Only 55.8% of the surveyed companies are in a favourable situation in the three areas analysed. The rest have at least one pending, uncertain, or uninitiated issue.
According to RRHH Digital, a study by LEIALTA on labour compliance in Spain concludes that only 55.8% of the surveyed companies are in a favourable situation in the three areas analysed. The 44.2% remaining have at least one pending, uncertain, or uninitiated issue. The work, titled Radiography of labour compliance in Spanish companies 2026, is based on 104 responses, mostly from professionals in Human Resources, labour relations, and people management.
The three areas are the quota for reserving positions for people with disabilities, the equality plan with pay audit, and preparation for the new requirements of salary transparency. The firm clarifies that the result does not mean that four out of ten companies are breaking the law, as the analysis includes obligations already in force and tasks of preparation for regulatory changes.
84% of valid responses declare a favourable situation regarding the 2% quota of workers with disabilities or, where applicable, alternative measures. 83.3% have both an equality plan and pay audit in place. However, the percentage drops to 68.7% when asked if the company has started reviewing the new salary transparency requirements.
Among the companies that already have an equality plan and pay audit, 28.4% have not started that review or are unaware if it is underway. The new requirements stem from the European Directive 2023/970, which reinforces salary transparency in the criteria for setting and progressing pay, in salary information during selection processes, and in access to data on pay differences.
The study also detects differences by department. 75.6% of Human Resources and labour relations profiles state that their company has already begun reviewing these requirements, compared to 41.2% of those responding from Finance or Administration. Additionally, 47.1% of financial and administrative profiles do not know if the review is underway, compared to 5.1% in Human Resources. The firm itself warns that the bases of both groups are small and the data cannot be extrapolated to the entirety of Spanish companies.
“Labour compliance no longer depends exclusively on Human Resources. It requires shared information, defined responsibilities, and coordination among the areas involved in business management,” explains Javier Martínez, managing partner of LEIALTA.
Finally, 48.1% of organisations resort to a fully external or mixed support model to manage payroll and recurring labour obligations, and 80% of the external relationships whose age could be identified exceed five years. The consultancy recommends periodically reviewing the scope of these services, as outsourcing management does not transfer the responsibility of compliance to the consultancy.
You may also like
