Employment

Workplace Compliance: Equality Plans, Protocols & Remote Work

Equality plans, LGBTQ+ workplace protocol, pay register, remote work and working-time tracking. Full labour regulatory compliance to avoid sanctions.

Audit my company

500+

Equality plans produced

100%

Regulatory compliance guaranteed

98%

Audits without incidents

25+

Years of experience

BMC designs and implements the workplace compliance framework for your company so that you meet all regulatory obligations before the Labour Inspectorate calls. From the labour compliance audit through the workplace equality plan, harassment protocol, and remote work policy: guaranteed compliance.

Diagnosis and Compliance

Labour Compliance Audit: Complete diagnosis of your employment compliance status and identification of gaps.

Mandatory Policies

Workplace Equality Plan: Design, negotiation, registration, and monitoring for companies with 50+ workers.
Workplace Harassment Protocol: Mandatory sexual and gender-based harassment protocol for all companies.
Remote Work Policy: Individual remote working agreements compliant with Act 10/2021 and digital disconnection policy.

Team

RDRaquel Dominguez Pardo· Senior Associate - Legal Division

Our services

Practice areas

Workplace Compliance & Equality

Equality plans, harassment protocols, remote work and regulatory compliance.

Labour Compliance

Equality Plan

Workplace Harassment Protocol

Remote Work & Digital Disconnection

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Analysis and reference guides

Employment: our reference analyses

article

37.5-Hour Workweek: Practical Implications

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article

Employment law updates: what your company needs to know

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article

Applicable Collective Agreement: How to Know Yours

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article

Corporate Management: Compliance at 50+ Employees

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View all insights

Technical glossary

Key terms in employment

Occupational Risk Prevention in Spain (PRL)Risk Prevention Plan (Plan de Prevención de Riesgos Laborales)Whistleblowing Channel

View full glossary

Workplace compliance guides

Methodology

Our approach

Diagnosis

Labour compliance audit and gap identification.

Design

Development of plans, protocols and policies adapted to the company.

Implementation

Launch with internal training and communication.

Maintenance

Periodic review and updates on regulatory changes.

Why choose us?

What sets us apart

Certified specialists

Team certified in equality and occupational risk prevention.

Bespoke plans

Each plan designed for the sector and company specifics.

Compliance guaranteed

Protocols validated by the Labour Inspectorate and public bodies.

Experienced team with local insight and international reach

Our team

The professionals leading this practice

Manuel Jimenez

Founder & Managing Director

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FAQ

Frequently asked questions

From how many employees is an equality plan mandatory?

An equality plan is mandatory for companies with 50 or more workers, counting all workplaces in Spain. The obligation includes constituting the negotiating committee, conducting a situation diagnosis, drafting the plan itself, and registering it in the REGCON. For companies with fewer than 50 workers, it may be required by collective agreement. Non-compliance can result in fines of up to EUR 225,018 at maximum grade.

Is a workplace harassment protocol mandatory for all companies?

Yes. The sexual and gender-based harassment protocol is mandatory for all companies, regardless of the number of employees, under Organic Act 3/2007. The moral harassment (bullying) protocol does not have an explicit legal obligation for all companies, but its absence aggravates employer liability in the event of a complaint. BMC designs protocols covering both types that comply with the Labour Inspectorate's criteria.

What must an individual remote working agreement include?

Act 10/2021 on remote working requires the individual agreement to include: inventory of equipment provided by the company, expense compensation (electricity, internet, etc.), working hours and availability rules, habitual remote work location, percentage of remote/in-office working, data protection instructions, and activity monitoring means. The agreement must be signed before remote working begins, not after.

When is a pay audit mandatory?

A pay audit is mandatory for companies that have an equality plan (50 or more employees) and must be conducted as part of drafting the plan. It consists of evaluating job positions, pay differences between men and women for work of equal value, and the causes of those differences. It must be updated each time the equality plan is reviewed (maximum every four years unless a shorter period is agreed).

Meet the team|Case studies|Sectors

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