Despite the fact that for the past two years companies with 50 or more employees have been required to have an equality plan, only 40% of them have implemented the document, according to data from the Central Directory of Companies of the Ministry of Labor and Social Economy. In response to this situation, Lefebvre, a pioneer company in the use of artificial intelligence in the legal sector, has launched an infographic detailing the essential elements necessary for organizations to properly develop and implement an equality plan.
The regulations require Spanish companies with between 50 and 100 employees to have these plans, although many have not yet complied with this legal obligation. This issue will be one of the main focuses at HR Expo 2024, a key event for human resources and business management professionals. This event will take place alongside Accountex Spain 2024, on November 6th and 7th, at the IFEMA Madrid Trade Fair, with Lefebvre playing a prominent role.
Lefebvre emphasizes that the obligation of these plans not only affects companies with 50 or more employees, but also those where the collective agreement stipulates it, or when determined by the competent labor authority in sanctioning processes. In these cases, the implementation of an equality plan can be an alternative to sanctions, demonstrating the flexibility and wide reach of these measures.
An equality plan must include all workers, even those hired through Temporary Employment Agencies (ETT). This document must contain a diagnosis of the current situation, specific objectives, concrete measures, and a timeline for implementation. Additionally, it must detail the necessary resources and means to achieve the objectives and the parties involved in the process. The validity of equality plans is a maximum of four years, after which they must be reviewed to ensure their effectiveness.
Equality plans provide companies with various advantages, such as the opportunity to secure contracts with the public administration and access bonuses for hiring. The negotiation process of the plan requires the equal participation of representatives from the company and the workers.
Fines for non-compliance with these obligations can range from 751 to 7,500 euros. In cases of non-compliance related to plans resulting from the substitution of sanctions, the infringement is considered serious, and fines can range from 7,501 to 225,018 euros. For more information, the full infographic is available for download on the Lefebvre website.
Source: MiMub in Spanish
