{"id":32748,"date":"2021-11-17T13:37:44","date_gmt":"2021-11-17T11:37:44","guid":{"rendered":"https:\/\/uhyfay25.solbyte.dev\/equality-plans-for-smes-in-spain\/"},"modified":"2026-10-29T15:33:17","modified_gmt":"2026-10-29T13:33:17","slug":"equality-plans-for-smes-in-spain","status":"publish","type":"post","link":"https:\/\/uhyfay25.solbyte.dev\/en\/equality-plans-for-smes-in-spain\/","title":{"rendered":"Equality Plans for SMEs in Spain"},"content":{"rendered":"<p data-path-to-node=\"4\">Since the entry into force of Organic Law 3\/2007 for effective equality between women and men, various regulations and deadlines have been established for organizations to implement these compliance obligations. Royal Decree-Law 6\/2019 extended the requirement to implement an Equality Plan (<i data-path-to-node=\"4\" data-index-in-node=\"292\">Plan de Igualdad<\/i>) to companies with more than 50 employees, establishing a progressive rollout schedule.<\/p>\n<h4 data-path-to-node=\"5\"><b data-path-to-node=\"5\" data-index-in-node=\"0\">Key Statutory Deadlines &amp; General Obligations<\/b><\/h4>\n<ul data-path-to-node=\"6\">\n<li>\n<p data-path-to-node=\"6,0,0\"><b data-path-to-node=\"6,0,0\" data-index-in-node=\"0\">Companies with over 50 employees:<\/b> Since March 7, 2022, companies employing between 50 and 100 workers are fully required to have an approved Equality Plan registered.<\/p>\n<\/li>\n<li>\n<p data-path-to-node=\"6,1,0\"><b data-path-to-node=\"6,1,0\" data-index-in-node=\"0\">Companies with under 50 employees:<\/b> While not strictly obligated to draft a full Equality Plan (unless required by collective bargaining agreements), they must uphold the principle of equal treatment and maintain a <b data-path-to-node=\"6,1,0\" data-index-in-node=\"214\">Pay Register<\/b> (<i data-path-to-node=\"6,1,0\" data-index-in-node=\"228\">Registro Salarial<\/i>) accessible to employee representatives.<\/p>\n<\/li>\n<\/ul>\n<h4 data-path-to-node=\"7\"><b data-path-to-node=\"7\" data-index-in-node=\"0\">Consequences of Non-Compliance<\/b><\/h4>\n<p data-path-to-node=\"8\">Failure to comply constitutes a serious labor violation subject to substantial financial penalties, as well as ancillary sanctions such as the automatic loss of public subsidies, state aid, and tax incentives.<\/p>\n<h4 data-path-to-node=\"9\"><b data-path-to-node=\"9\" data-index-in-node=\"0\">Key Steps for Implementation<\/b><\/h4>\n<p data-path-to-node=\"10\">Creating an Equality Plan requires a qualitative, tailored approach to deliver actual value and reach statutory equality goals rather than serving as a mere administrative exercise:<\/p>\n<ul data-path-to-node=\"11\">\n<li>\n<p data-path-to-node=\"11,0,0\"><b data-path-to-node=\"11,0,0\" data-index-in-node=\"0\">Promoting Negotiation:<\/b> Initiate discussions with Legal Employee Representatives (RLT) or sector-level trade unions.<\/p>\n<\/li>\n<li>\n<p data-path-to-node=\"11,1,0\"><b data-path-to-node=\"11,1,0\" data-index-in-node=\"0\">Negotiating Commission Setup:<\/b> Formally constitute the joint bargaining committee and set procedural rules.<\/p>\n<\/li>\n<li>\n<p data-path-to-node=\"11,2,0\"><b data-path-to-node=\"11,2,0\" data-index-in-node=\"0\">Equality Assessment (Diagnosis):<\/b> Conduct a thorough internal audit using necessary documentation, covering workforce data, training, and communication.<\/p>\n<\/li>\n<li>\n<p data-path-to-node=\"11,3,0\"><b data-path-to-node=\"11,3,0\" data-index-in-node=\"0\">Pay Transparency &amp; Job Evaluation:<\/b> Perform a mandatory <b data-path-to-node=\"11,3,0\" data-index-in-node=\"55\">Equal Pay Audit<\/b> (<i data-path-to-node=\"11,3,0\" data-index-in-node=\"72\">Auditor\u00eda Retributiva<\/i>) supported by a structured Job Valuation to identify and correct any gender pay gaps for work of equal value.<\/p>\n<\/li>\n<li>\n<p data-path-to-node=\"11,4,0\"><b data-path-to-node=\"11,4,0\" data-index-in-node=\"0\">Internal Protocols:<\/b> Draft and implement specific prevention and action protocols against sexual and gender-based harassment.<\/p>\n<\/li>\n<li>\n<p data-path-to-node=\"11,5,0\"><b data-path-to-node=\"11,5,0\" data-index-in-node=\"0\">Plan Drafting &amp; Official Registration:<\/b> Define scheduled actions, timelines, monitoring systems, and formally register the plan in the public registry (<i data-path-to-node=\"11,5,0\" data-index-in-node=\"151\">REGCON<\/i>) within 15 days of approval.<\/p>\n<\/li>\n<li>\n<p data-path-to-node=\"11,6,0\"><b data-path-to-node=\"11,6,0\" data-index-in-node=\"0\">Implementation &amp; Continuous Evaluation:<\/b> Execute planned measures, conduct staff training, and continuously evaluate progress while updating the Pay Audit.<\/p>\n<\/li>\n<\/ul>\n<h3 data-path-to-node=\"13\"><b data-path-to-node=\"13\" data-index-in-node=\"0\">Need Support with Labor Compliance?<\/b><\/h3>\n<p data-path-to-node=\"14\">The <b data-path-to-node=\"14\" data-index-in-node=\"4\">Labor &amp; Equal Opportunities<\/b> department at UHY Fay &amp; Co offers specialized consulting services to adapt equality regulations to your organization\u2019s specific needs, ensuring optimal and compliant labor management.<\/p>\n<p data-path-to-node=\"14\"><strong><img loading=\"lazy\" decoding=\"async\" class=\"wp-image-25945 alignleft\" src=\"https:\/\/uhyfay25.solbyte.dev\/wp-content\/uploads\/2022\/09\/20250129_155036-scaled.jpg\" alt=\"\" width=\"252\" height=\"142\" srcset=\"https:\/\/uhyfay25.solbyte.dev\/wp-content\/uploads\/2022\/09\/20250129_155036-scaled.jpg 1920w, https:\/\/uhyfay25.solbyte.dev\/wp-content\/uploads\/2022\/09\/20250129_155036-300x169.jpg 300w, https:\/\/uhyfay25.solbyte.dev\/wp-content\/uploads\/2022\/09\/20250129_155036-1024x577.jpg 1024w\" sizes=\"auto, (max-width: 252px) 100vw, 252px\" \/><br \/>\nLydia barrena<\/strong><br \/>\nSenior Manager Labour &amp; Employment Law<br \/>\n<a href=\"mailto:lbg@uhy-fay.com\">lbg@uhy-fay.com<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Since the entry into force of Organic Law 3\/2007 for effective equality between women and men, various regulations and deadlines have been established for organizations to implement these compliance obligations. Royal Decree-Law 6\/2019 extended the requirement to implement an Equality Plan (Plan de Igualdad) to companies with more than 50 employees, establishing a progressive rollout&#8230;<\/p>\n","protected":false},"author":2,"featured_media":8957,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[276],"tags":[],"tematica":[192,194],"class_list":["post-32748","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tematica-compliance","tematica-payroll-management-services"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Equality Plans for SMEs in Spain - UHY Fay &amp; Co<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Equality Plans for SMEs in Spain - UHY Fay &amp; Co\" \/>\n<meta property=\"og:description\" content=\"Since the entry into force of Organic Law 3\/2007 for effective equality between women and men, various regulations and deadlines have been established for organizations to implement these compliance obligations. 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