The Equality Plan is a set of mandatory measures for companies with 50 or more employees, guaranteeing equal treatment and opportunities for women and men in the workplace.
An Equality Plan is a legal instrument regulated by Royal Decree 901/2020 that allows for the identification, correction, and prevention of inequalities within the company.
It’s not just a document: it’s a structured system that combines diagnosis, concrete measures, and continuous monitoring.
You need an Equality Plan if your company has 50 or more employees, or if it’s required by a collective agreement or administrative sanction.
You must implement it if:
Non-compliance implies:
A well-implemented Equality Plan reduces legal risks and improves internal structure.
The best option is to work with senior auditors who have real experience in regulatory compliance and inspection management.
It is recommended to choose a provider that:
It requires a structured process from analysis to monitoring.
A complete service includes diagnosis, salary audit, mandatory protocols, definition of measures, official registration, and continuous monitoring.
A professional approach is not limited to drafting documents: it ensures real and defensible compliance during inspections.
- Advice on committee creation
- Correct definition of representatives
- Support throughout the negotiation
- Formal validation of the process
"The most effective way to avoid challenges to the Equality Plan is to ensure a properly constituted negotiating committee."
The company is analyzed with real data to detect inequalities in:
- Selection and recruitment
- Professional classification
- Internal promotion
- Training
- Working conditions and work-life balance
- Underrepresentation of women
- Harassment prevention
The result is a documented technical report, an obligatory basis for the plan.
Includes:
- Analysis of gender pay gaps
- Evaluation of salaries and supplements
- Comparison by positions and categories
- Identification of structural inequalities
Delivered:
- Technical report with evidence
- Clear indicators
- Actionable recommendations
"The remuneration audit is mandatory and allows for the detection of real pay gaps with a technical and defensible basis."
Established:
- Measurable objectives (KPIs)
- Concrete actions per area
- Internal responsible parties
- Priorities and timeline
Measures may include:
- Changes in selection
- Promotion policies
- Training plans
- Work-life balance measures
The Plan integrates:
- Protocol for workplace, sexual, and gender-based harassment
- Digital disconnection protocol
- Measures aligned with LGTBIQ+ regulations
"A valid Equality Plan must include mandatory protocols, not just general recommendations."
- Complete documentation preparation
- Registration with REGCON
- Preparation of statistical sheet
- Administrative validation
The plan has a maximum validity of 4 years.
- Annual evaluation of measures
- Plan update
- Support during inspections
- Continuous accompaniment
"The most effective way to comply with the Equality Plan is to maintain active monitoring, not just register it."
It is especially needed in times of legal risk or workforce growth.
Yes, for companies with 50 or more employees or in specific cases.
It can lead to sanctions, loss of contracts, and legal risks.
Between 2 and 5 months.
Annual monitoring and renewal every 4 years.
If your company needs to comply with regulations or anticipate an inspection, it is recommended to seek expert advice from the beginning through to ongoing monitoring.
You can request an initial assessment to identify your current situation and define the next steps with legal certainty.
