{"id":10772,"date":"2019-03-12T11:15:44","date_gmt":"2019-03-12T10:15:44","guid":{"rendered":"https:\/\/www.uhy-fay.com\/equal-opportunities-at-work\/"},"modified":"2019-03-28T10:18:00","modified_gmt":"2019-03-28T09:18:00","slug":"equal-opportunities-at-work","status":"publish","type":"post","link":"https:\/\/www.uhy-fay.com\/en\/blog\/equal-opportunities-at-work\/","title":{"rendered":"Equal opportunities at work"},"content":{"rendered":"<p>When Royal Decree 6\/2019 of 1 March comes into force, it brings a series of modifications in relation to equal opportunities at work, stipulating that:<\/p>\n<ol>\n<li>Businesses with <strong>50 or more employees must devise and implement an Equality Plan<\/strong>, which is compulsory. That equality plan must be drawn up after assessing the equality situation in the business, including working conditions, which must include a <strong>salary audit for men and women<\/strong>, the <strong>co-responsible exercise of conciliation rights <\/strong>and <strong>under-representation of women<\/strong>. All of this is negotiated with the workers\u2019 representatives. A transition period is put in place to allow businesses to comply with this requirement, ranging from 1 to 3 years depending on the number of employees present.<\/li>\n<li>A <strong>register of equality plans<\/strong> will be drawn up, attached to the <em>Direcci\u00f3n General de Trabajo<\/em> (Directorate General for Labour) and the <em>Autoridades Laborales de las Comunidades Aut\u00f3nomas<\/em> (Labour Authorities of the Autonomous Communities); it will be <strong>mandatory<\/strong>\u00a0for businesses to register on it.<\/li>\n<li>All businesses must maintain a <strong>register of their employees\u2019 salaries, broken down by gender<\/strong>\u00a0and distributed into <strong>professional groups\/categories\/posts of equal value<\/strong>, and <strong>the staff representatives must have access to these registers<\/strong>. In addition, businesses with fewer than 50 employees must, on the register, provide non-gender-related reasons for this salary gap.<\/li>\n<li>It is made obligatory to provide equal remuneration (or remuneration of equal value) in cases of nullity due to wage discrimination. In addition, the mechanisms are put in place to determine what \u201c<strong>work of equal value<\/strong>\u201d is, defining the factors which need to be assessed.<\/li>\n<li>The law now includes <strong>distance working<\/strong> amongst the <strong>alternatives to adapt the duration and distribution of the working day<\/strong>\u00a0in order to exercise the right to a balance between work life and family life.<\/li>\n<li>The act <strong>nullifies termination\u00a0<\/strong>of an employment contract due to <strong>pregnancy\u00a0<\/strong>during the trial period, stating that <strong>this protection comes into force at the beginning of the pregnancy.<\/strong><\/li>\n<li>Failure to comply with these equality requirements is described as a serious offence.<\/li>\n<li>The act allows a period of <strong>16 weeks of leave for the biological mother and the other parent<\/strong>, which must include a\u00a0<strong>continuous first 6 weeks of full-time leave<\/strong>, with specific rules for when both parents work at the same business.<\/li>\n<li>The period of <strong>protection<\/strong>\u00a0of the employment contract in cases of <strong>suspension of the contract for the birth of a child<\/strong> is extended from 9 to 12 months.<\/li>\n<\/ol>\n<p>The aforementioned Royal Decree reinforces the protection of equality, and requires greater care to be exercised in such situations. The Labour Department at UHY Fay &amp; Co offers a specialist advice service to help you apply this legislation with the best possible legal protection. We also have a specific team devoted to Equality Plans to ensure they comply with the new obligations.<br \/>\n&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>When Royal Decree 6\/2019 of 1 March comes into force, it brings a series of modifications in relation to equal opportunities at work<\/p>\n","protected":false},"author":4,"featured_media":8517,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[48],"tags":[],"class_list":["post-10772","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labor-news"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Equal opportunities at work with new Royal Decree | UHY Fay &amp; Co<\/title>\n<meta name=\"description\" content=\"New Royal Decree reinforces the protection of equality, and requires greater care to be exercised at work in terms of equal opportunities of employees.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.uhy-fay.com\/en\/blog\/equal-opportunities-at-work\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Equal opportunities at work with new Royal Decree | UHY Fay &amp; 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