As established in Article 45 of Organic Law 3/2007 of 22 March for Effective Equality between Women and Men, all enterprises of more than 50 workers should develop an Equality Plan to comply with the regulations and avoid mandatory sanctions.

And on March 13, Royal Decree 901/2020 was published, which regulates equality plans for companies and their registration,and makes a number of modifications to the equality plan.

This new regulation also sets the deadline for implementing equality plans in enterprises, which will be three months from publication in the BOE (14 October 2020),in mid-January 2021.

In addition, existing equality plans should be adapted to the newregulation within a maximum of 12 months from the entry into force of the new regulation for revision.

Aware that the doubts that may exist, in this post we will give recommendations to develop a model of equality plan for companies. So if your company has more than 50 workers and you haven’t already done so, pay attention and take note because you’re interested in this.

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If your company has more than 50 workers, you will need to develop a Men’s and Women’s Remuneration Equality Plan.

First of all, what is an equality plan for companies?

Although these days has been one of the most topical issues, we will tell you what an equality plan is to solve doubts.

An equality plan is to implement a number of measures to ensure equality between men and women in business. The main objective is to eliminate all those barriers that hinder, limit or impede gender equality in the work environment.

The equality plans are defined in Royal Decree 901/2020 of 13 March, amendingthe criteria of the previous Royal Decree 713/2010 of 28 May, and establishing new obligations when designing and implementing them.

Tips for developing an equality plan model for your business

If your company has more than 50 workers, you will need to have a mandatory equality plan in mid-January 2021, and from AYCE Laborytax we will tell you the steps to create a model correctly.

Commitment, constitution of the commission and communication to the staff

The first step is for the management of the company to show in writing its total commitment to develop the equality plan that guarantees the same opportunities between men and women.

The next step will be to set up an EqualityCommission, which will consist of influential company executives who are trained to make decisions, and workers’ representatives.

Finally, you will need to communicate to the template that the process to create the equality plan starts.

Make a diagnosis

The next step will be to carry out a diagnostic report and analyze the current equality situation in thecompany, in order to detect the needs and points of improvement.

To do this it is important to carry out activities to obtain information and analyze the current status,such as interviewing the staff, developing online questionnaires to be completed anonymously, internal debates, etc.

The conclusions obtained will be reflected in a diagnostic report that will serve to identify the needs of equality and points of improvement to work.

Develop the equality plan model

At this point, the company will be in a willingness to create that equality plan model:

  • Long-term objectives:long-term objectives must be set to serve as a reference.
  • Short-term objectives:short-term objectives must also be set, which are progressive and coherent.
  • Actions:the following will be to decide what actions to take, taking into account the objective of each action, to whom it is aimed, who will be responsible for its implementation, the methods to be used and resources necessary, as well as how to measure its compliance.
  • Monitoring and evaluation– Monitoring and evaluation of activities carried out to ensure that all measures to achieve the objectives are met.


The next thing will be to implement the equality plan in the company,executing the actions envisaged when developing the plan.

Once implemented, monitoring and evaluation will need to be done on a regular basis,to check whether the objectives of the plan are being met, to analyze the development of the entire process, to analyze the continuity of the actions implemented, as well as to identify new needs or points of improvement.

Although the duration will depend on the agreed negotiation, the equality plan will last a maximum of four years.


Here are the recommendations for creating an equality plan model for SMEs,which you should consider if you don’t already have it. If on the contrary you prefer to hire professionals to implement an
Equality Plan for companies,
at Ayce Laborytax we are at your disposal.