An equality plan in Spanish companies is mandatory for companies with 50 or more employees and may also be required by collective agreement or as a measure resulting from a sanction. Its purpose is to detect inequalities and establish measures to guarantee effective equality between women and men.
In this article we will discuss...
Which companies need an equality plan
Companies with 50 or more employees must prepare and apply an equality plan. They must also register it in the relevant public register. Even below the threshold, a company may still need specific equality measures, a pay register and anti-harassment protocols.
What it should include
- A negotiated situation diagnosis with employee representatives.
- A pay audit where applicable.
- Specific objectives and measurable measures.
- An implementation calendar.
- A monitoring and evaluation system.
- Measures on recruitment, promotion, training, pay, work-life balance and harassment prevention.
Pay register and salary audit
All companies must have a pay register. In companies required to have an equality plan, the pay audit is part of the diagnosis and helps detect possible unjustified pay gaps.
LGTBI measures in companies
In addition to the equality plan between women and men, companies with more than 50 employees must have a planned set of measures for equality and non-discrimination of LGTBI people under Royal Decree 1026/2024. These measures include training, protocols and actions to prevent harassment or violence.
Common mistakes
- Confusing the pay register with the equality plan.
- Not negotiating the diagnosis and measures correctly.
- Creating a generic document without real company data.
- Not registering the plan.
- Not monitoring or updating measures periodically.
- Forgetting the link with harassment prevention, training and internal policies.
Recommended official sources
- BOE: Royal Decree 901/2020 on equality plans.
- BOE: Royal Decree 1026/2024 on LGTBI measures in companies.
- Equality in Companies: official resources.
Conclusion
An equality plan should not be treated as a paperwork exercise. Done properly, it helps organise internal policies, reduce employment risks and demonstrate compliance before inspections, tenders and clients.