Equality Plan: When It Is Mandatory and How to Draw It Up
What an equality plan is
An equality plan is an ordered set of measures to achieve equal treatment and opportunities between women and men in the company. It is regulated by Organic Law 3/2007 and RD 901/2020.
When it is mandatory
It is mandatory for companies with 50 or more workers, when the collective agreement requires it or when the labour authority agrees. It must be negotiated and registered in the equality-plans register.
The equality plan must start from a real diagnosis, not a generic copied document.
Minimum content
- Diagnosis of the situation by area (selection, training, promotion, pay).
- Pay audit linked to the salary register.
- Objectives, concrete measures and a timetable.
- A monitoring and evaluation system.
Relationship with other obligations
The equality plan connects with the salary register, the harassment protocol and work-life policies. Keeping workforce, working-time and pay data in order makes the diagnosis easier.
With RegulaKit you keep the workforce and working-time data that underpin the plan's diagnosis in order. Organise your company on our platform.
Conclusion
The equality plan is mandatory from 50 people and must be negotiated, registered and based on a real diagnosis. Keeping the data in order is the first step to comply.
Frequently Asked Questions
From how many people is the equality plan mandatory?
From 50 workers, plus when required by the agreement or the labour authority.
Must the equality plan be registered?
Yes, it must be negotiated and registered in the equality-plans register.
What must the plan include?
A diagnosis by area, a pay audit, objectives, measures, a timetable and monitoring.
Which law regulates equality plans?
Organic Law 3/2007 and Royal Decree 901/2020.
Is it linked to the salary register?
Yes, the plan's pay audit is linked to the salary register under RD 902/2020.