A new era is dawning in Spain—talking about salaries is no longer taboo. Starting in 2026, companies with at least 100 employees will be required to disclose information about their staff’s earnings. This is not just another bureaucratic measure, but an attempt to transform the core of labor relations and the fight for equality. In a country where even close friends often feel uneasy discussing pay, these changes promise to make waves.
Unlike the United States, where discussing income is routine, in Spain such openness has traditionally been seen as unusual. Now, however, thanks to new European regulations, employers will be required not just to record but also to provide data on salaries, bonuses, incentive pay, and even non-material benefits. And this isn’t a voluntary move—it’s a strict legal requirement.
What exactly is changing
The main innovation is that companies will have to publish not just base salaries, but all components of employee compensation. This includes bonuses, incentive pay, company cars, insurance, and other “perks” that were previously hidden from colleagues. All of this will now become part of official statistics, open for analysis and comparison.
Special attention is given not only to equality between men and women, but also to fairness towards employees performing work of equal value. The law does not require workers to hold identical positions—it’s enough that their work is evaluated by similar criteria: qualifications, responsibilities, working conditions, and level of effort. This aims to put an end to the old practice of justifying pay differences with minor discrepancies in job duties.
Open positions
From now on, employers are required to state the salary or pay range directly in job postings. Phrases like “salary negotiable” are becoming a thing of the past. Candidates can now assess in advance whether it’s worth their time to attend an interview, and companies can no longer use an applicant’s previous earnings as an argument to lower their offer. Asking how much someone earned at their last job is now prohibited—such practices have been recognized as perpetuating historical injustice, especially against women.
For many Spaniards, this will come as a real culture shock. Previously, discussing salaries was considered almost taboo, but now everyone will have access to the average income of colleagues in similar roles. It’s important to note these are average figures, not specific names and numbers. Still, even this level of transparency can transform the workplace atmosphere.
Who will be affected by the changes
The new rules do not apply to all companies. Small businesses with fewer than 50 employees are exempt from most requirements, while those with up to 100 staff members are not obliged to submit regular reports. However, for medium and large companies, the changes will be mandatory and unavoidable.
Spain already has certain regulations regarding pay registers and audits, but the European directive goes further. Now, the focus shifts to individual employee rights, public disclosure of data, and employer responsibility for ensuring equal pay for equal work.
Spanish mentality
Talking about salary in Spain has always been shrouded in secrecy. Even among friends or family, it’s rare for someone to openly discuss their income. The new rules break this stereotype, forcing society to reconsider its attitude toward financial transparency. For many, this will be a real test—because now anyone can find out how fairly their work is valued.
On one hand, this is a move toward greater fairness and equality. On the other, such openness could lead to new conflicts and jealousy within teams. Spaniards, accustomed to privacy, may find these changes difficult to accept. But the new reality can’t be ignored—the law is the law.
Challenges and expectations
The introduction of mandatory salary transparency is more than a formality; it poses a serious challenge to corporate culture. Companies will have to rethink their incentive systems, while employees will need to reevaluate their expectations and sense of fairness. The question is how quickly Spanish society will adapt to the new rules of the game.
Personally, I believe such openness is long overdue. For too long, salaries have been a topic whispered about in kitchens rather than discussed openly. Now everyone will have the chance to find out whether their work is truly valued. But whether Spain is ready for this level of transparency—only time will tell.
