{"id":9564,"date":"2019-07-27T10:02:44","date_gmt":"2019-07-27T08:02:44","guid":{"rendered":"http:\/\/lab.aitema.it:8888\/legalmondo\/?p=9564"},"modified":"2026-01-25T22:18:34","modified_gmt":"2026-01-25T21:18:34","slug":"spain-obligations-companies-gender-equality","status":"publish","type":"post","link":"https:\/\/www.legalmondo.com\/zh-hans\/2019\/07\/spain-obligations-companies-gender-equality\/","title":{"rendered":"Spain &#8211; Gender Equality  &#8211;  New obligations for Companies"},"content":{"rendered":"<p>The object of this post is the analysis of the <strong>new obligations<\/strong> that RDL 6\/2019 establishes, in terms of <strong>Gender Equality<\/strong>, for all types of companies (regardless the number of workers they have) and, specifically, for those companies that have 50 or more workers.<\/p>\n<p>The main novelty we find in this respect lies in the <strong>obligation<\/strong>, <strong>for companies with 50 or more workers<\/strong>, <strong>to implement an Equality in Business Plan (EBP)<\/strong>, in accordance with the provisions of articles 45 and related of the LOIEMH.<\/p>\n<p>Regarding the <strong>content and the conditions of implementation<\/strong> of the EBP, we find the following novelties:<\/p>\n<ul>\n<li>The subjects and minimum content that all EBP must have are <strong>listed exhaustively.<\/strong><\/li>\n<li>An analysis of the <strong>female underrepresentation<\/strong> in the Company is introduced, as a matter that the EBP must contain.<\/li>\n<li>The diagnosis that the Company must make prior to the preparation of the EBP <strong>must be negotiated <\/strong>with the legal representative of the workers.<\/li>\n<li>A <strong>Register of EBP<\/strong> for companies is created, in which all the EBP implemented in the Companies must be registered, regardless of the number of workers they have.<\/li>\n<\/ul>\n<p>On the other hand, RDL 6\/2019 gives a new wording to Article 28 of the Workers&#8217; Statute (WS), which includes the obligation of the Company to comply with the requirement of equal pay for men and women, establishing a series of <strong>measures and obligations<\/strong> in charge of the Companies, in order to ensure the effective fulfillment of the salary equality between genders.<\/p>\n<p>In particular, these new measures adopted in article 28 of the WS are:<\/p>\n<ul>\n<li>What is to be considered as <strong>&#8220;work of equal value&#8221;<\/strong> is specified, in order to facilitate a single concept and eliminate any doubt in this regard.<\/li>\n<li>Companies have the obligation to keep a <strong>Salary Register<\/strong>, with the average values \u200b\u200bof salaries, salary supplements and extra-salary perceptions of their workforce, differentiated by sex and distributed by professional groups, professional categories or equal work positions value.<\/li>\n<li>The Salary Registry must be <strong>accessible<\/strong> to the legal representatives of the workers.<\/li>\n<li>In companies with 50 or more workers in which the average remuneration of workers of one sex is higher than the other by 25% or more, a <strong>justification<\/strong> for said difference must be included in the Salary Register, and <strong>must be certified that it is due to reasons unrelated to the sex of the workers<\/strong>.<\/li>\n<\/ul>\n<p>The <strong>breach<\/strong>, by the Companies, of the obligations in matters of Gender Equality and, in particular, those related to the EBP and equal payment between men and women, may entail the <strong>imposition of important sanctions<\/strong> by the Labor Inspector and the \u201cTesorer\u00eda General de la Seguridad Social\u201d.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The object of this post is the analysis of the new obli [&hellip;]<\/p>\n","protected":false},"author":26,"featured_media":9565,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[206],"tags":[219],"class_list":["post-9564","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labor","tag-spain"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.legalmondo.com\/zh-hans\/wp-json\/wp\/v2\/posts\/9564","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.legalmondo.com\/zh-hans\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.legalmondo.com\/zh-hans\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.legalmondo.com\/zh-hans\/wp-json\/wp\/v2\/users\/26"}],"replies":[{"embeddable":true,"href":"https:\/\/www.legalmondo.com\/zh-hans\/wp-json\/wp\/v2\/comments?post=9564"}],"version-history":[{"count":1,"href":"https:\/\/www.legalmondo.com\/zh-hans\/wp-json\/wp\/v2\/posts\/9564\/revisions"}],"predecessor-version":[{"id":9569,"href":"https:\/\/www.legalmondo.com\/zh-hans\/wp-json\/wp\/v2\/posts\/9564\/revisions\/9569"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.legalmondo.com\/zh-hans\/wp-json\/wp\/v2\/media\/9565"}],"wp:attachment":[{"href":"https:\/\/www.legalmondo.com\/zh-hans\/wp-json\/wp\/v2\/media?parent=9564"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.legalmondo.com\/zh-hans\/wp-json\/wp\/v2\/categories?post=9564"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.legalmondo.com\/zh-hans\/wp-json\/wp\/v2\/tags?post=9564"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}