The equality plan is an ordered set of measures adopted after carrying out a situation diagnosis, in order to achieve equal treatment and opportunities between women and men in the company, and eliminate discrimination based on sex that may exist in the company.
The measures included must be specific, so an agreement limited to incorporating the rights already included in the legal system is not considered an Equality plan.
The minimum content of the Equality Plan depends on the results obtained in the previous diagnosis of the situation.
From March 8, 2019, it is mandatory that this diagnosis, at least, contains the following subjects:
- Selection and hiring process
- Professional classification, training
- Professional promotion
- Working conditions, including salary audit between women and men
- Co-responsible exercise of the rights to reconcile personal, family and work-life
- Female underrepresentation
- Remuneration and prevention of sexual and gender-based harassment.
To fulfil the purpose of achieving equality between women and men in the workplace, RDL 6/2019 modified the regulation of equality plans in companies. Among the modifications included, the obligation to implement equality plans for companies with more than 50 workers (previously, more than 250 workers) was expanded. However, this obligation was established in a phased manner according to the size of the company.
In this way, in applying these transitory regulations, from March 7, 2020, companies with 151 to 250 workers must have equality plans.
For subsequent years this obligation will be applied according to the following scale:
Companies with 101 to 150 workers: must have equality plans as of March 7, 2021;
Companies with 50 to 100 workers: must have equality plans as of March 7, 2022.
Failure to comply with this obligation constitutes a serious offence punishable by a fine of €626 to €6,250.
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