Negotiation and implementation of Equality Plans

External practice



Reason it was developed

In response to Royal Decree Law 901/2020 and Royal Decree Law 902/2020 which have the aim of improving the efficacy of anti-discrimination laws with regards to gender by making it obligatory for companies with more than 50 workers to have Equality Plans, as well as encouraging smaller companies to negotiate Equality Plans. The laws outline the minimum standards needed for the Equality Plans.


FECCOO provide support to workers representatives, or where there are none, to the workers directly to help negotiate and monitor Equality Plans. This involves ensuring that the diagnostic report for the plan is adequate as well as negotiating measures to implement to reduce and eliminate gender bias within the practices of the company and then ensuring that the implementation of the measures is effective. One of the most important measures that are included in all the plans is ensuring that each company has developed protocols for investigating and dealing both with sexual harassment/violence and sex discrimination.


FECCOO have successfully negotiated more than 140 Equality Plans in the Private Education sector so far and many more are ongoing. The Equality Plans are legally enforceable and offer a chance to introduce policies and practices in companies with regards to equality which are not included in local or sectorial agreements.


Government subsidies are available for the union to develop the capability and expertise to be able to negotiate Equality Plans. Actual negotiation is funded by the union itself.


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