{"id":9280,"date":"2021-03-01T22:18:57","date_gmt":"2021-03-01T21:18:57","guid":{"rendered":"https:\/\/etl-ilia.es\/general\/planes-de-igualdad-para-empresas\/"},"modified":"2021-05-05T17:10:46","modified_gmt":"2021-05-05T15:10:46","slug":"equality-plans-for-companies","status":"publish","type":"post","link":"https:\/\/etl-ilia.es\/en\/tax-advice-blog\/equality-plans-for-companies\/","title":{"rendered":"Equality plans for companies"},"content":{"rendered":"

The equality plan<\/strong> 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<\/strong> that may exist in the company.<\/p>\n<\/div>

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The measures<\/strong> included must be specific, so an agreement limited to incorporating the rights already included in the legal system is not considered an Equality plan.<\/p>\n

The minimum content of the Equality Plan<\/strong> depends on the results obtained in the previous diagnosis of the situation.<\/p>\n

From March 8, 2019,<\/strong> it is mandatory that this diagnosis, at least, contains the following subjects:<\/p>\n

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  • Selection and hiring process<\/li>\n
  • Professional classification, training<\/li>\n
  • Professional promotion<\/li>\n
  • Working conditions, including salary audit between women and men<\/li>\n
  • Co-responsible exercise of the rights to reconcile personal, family and work-life<\/li>\n
  • Female underrepresentation<\/li>\n
  • Remuneration and prevention of sexual and gender-based harassment.<\/li>\n<\/ul>\n

    To fulfil the purpose of achieving equality between women and men<\/strong> in the workplace, RDL 6\/2019 modified the regulation of equality plans in companies. Among the modifications included, the obligation to implement equality plans<\/strong> 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.<\/p>\n

    In this way, in applying these transitory regulations, from March 7, 2020<\/strong>, companies with 151 to 250 workers must have equality plans<\/strong>.<\/p>\n

    For subsequent years<\/strong> this obligation will be applied according to the following scale<\/strong>:<\/p>\n

    Companies with 101 to 150 workers<\/strong>: must have equality plans as of March 7, 2021<\/strong>;
    \nCompanies with 50 to 100 workers<\/strong>: must have equality plans as of March 7, 2022<\/strong>.<\/p>\n

    Failure to comply with this obligation constitutes a serious offence<\/strong> punishable by a fine of \u20ac626 to \u20ac6,250<\/strong>.<\/p>\n<\/div>

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