On March 8, 2022, A regulation that obliges companies with more than 50 employees to have an Equality Plan came into force. This regulation is contained in the Ley Orgánica 3/2007, 22 of March. In short, this plan is a document that establishes a series of measures aimed at improving gender equality in the workplace. These measures cover a range of issues, such as access to employment, working conditions, remuneration, and conditions when leaving jobs.
The plan, created by the Ministry of Labor and Social Services, aims to analyze these issues from a gender perspective and identify areas for improvement. Employers and their companies are obliged to carry out such analysis. And to prepare a report setting out the conclusions obtained and proposing the changes necessary to achieve said equality.
So, what does the Equality Plan mean for employers? Quite simply, it means that employers need to take a closer look at their workforce and assess how they can provide better opportunities for women. This may mean examining pay scales, working conditions, and hiring processes.
But beware, it’s not just about giving women the same opportunities as men, although that is obviously a very important point in this new reform. It’s also aimed at creating a work environment that encourages women to stay in the workforce and fosters a sense of pride and equality among all employees.
Companies with more than 50 employees are required to comply with this Equality Plan, failure to do so can result in significant monetary fines, so it is crucial that companies take the necessary steps in order to ensure its compliance. But we’ve got good news! There are many resources available to help companies get advice from specialists in the field.
This Equality Plan also has a maximum date of formalization, by which the company must have the plan prepared and in full force. This date varies depending on the number of employees the company has:
Companies with between 50 and 100 employees: Deadline by March 7, 2022.
Companies with more than 100 employees: Deadline by March 7, 2021.
Companies with more than 150 employees: Deadline by March 7, 2020.
It is crucial to meet these deadlines because, as we mentioned above, there may be a penalization in the event of non-compliance.
Finally, both parties should keep in mind that the Equality Plan is a work in progress. It is not perfect and will continue to evolve over time. So everyone must continue to work together to make sure it lives up to its full potential.
In conclusion, we can say that the Equality Plan is a document that establishes the measures to be adopted by employers to ensure that both men and women have the same access to work, as well as the same working conditions and salaries. It is important that both employers and workers become familiar with the established Plan so that they are aware of their rights and responsibilities.
At Employing in Spain, we want this new equality plan to be an opportunity for improvement and not an inconvenience that generates more problems than it solves. That is why we put specialists at your disposal to assist you whenever you need it