{"id":5241,"date":"2025-06-16T10:55:43","date_gmt":"2025-06-16T10:55:43","guid":{"rendered":"https:\/\/gemap.es\/?p=5241"},"modified":"2025-06-16T10:55:44","modified_gmt":"2025-06-16T10:55:44","slug":"la-inspeccio-de-treball-intensifica-el-control-sobre-els-plans-digualtat","status":"publish","type":"post","link":"https:\/\/gemap.es\/ca\/la-inspeccio-de-treball-intensifica-el-control-sobre-els-plans-digualtat\/","title":{"rendered":"La Inspecci\u00f3 de Treball intensifica el control sobre els plans d&#8217;igualtat"},"content":{"rendered":"\n<p>Les campanyes dinspecci\u00f3 tenen com a objectiu principal <strong>verificar que les empreses obligades \u2014\u00e9s a dir, totes aquelles amb 50 o m\u00e9s persones treballadores, aix\u00ed com les que ho estiguin per conveni col\u00b7lectiu o per norma espec\u00edfica\u2014 disposen dun Pla dIgualtat vigent, registrat i aplicat de forma efectiva.<\/strong><\/p>\n\n\n\n<p>Des de fa mesos, la Inspecci\u00f3 de Treball i Seguretat Social (ITSS) ha incrementat significativament les actuacions destinades a verificar el compliment de les obligacions empresarials en mat\u00e8ria digualtat efectiva entre dones i homes en l\u00e0mbit laboral.<\/p>\n\n\n\n<p>Aquesta intensificaci\u00f3 no \u00e9s conjuntural ni anecd\u00f2tica: s&#8217;emmarca dins una estrat\u00e8gia sostinguda que tindr\u00e0 continu\u00eftat al llarg del 2025, tal com ja ha avan\u00e7at el mateix organisme inspector.<\/p>\n\n\n\n<p>Les campanyes dinspecci\u00f3 tenen com a objectiu principal verificar que les empreses obligades -\u00e9s a dir, totes aquelles amb 50 o m\u00e9s persones treballadores, aix\u00ed com les que ho estiguin per conveni col\u00b7lectiu o per norma espec\u00edfica- disposen dun Pla dIgualtat vigent, registrat i aplicat de forma efectiva.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Quina documentaci\u00f3 estan sol\u00b7licitant els inspectors?<\/h2>\n\n\n\n<p>En les visites o requeriments, la ITSS exigeix \u200b\u200ba les empreses obligades la documentaci\u00f3 m\u00ednima seg\u00fcent:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Pla d&#8217;Igualtat negociat amb la Comissi\u00f3 legalment constitu\u00efda i aprovat de conformitat amb el RD 901\/2020.<\/li>\n\n\n\n<li>Resoluci\u00f3 que acrediti la seva inscripci\u00f3 al Registre P\u00fablic de Plans d&#8217;Igualtat (REGCON).<\/li>\n\n\n\n<li>Actes de constituci\u00f3 i reunions de la Comissi\u00f3 Negociadora i de Seguiment.<\/li>\n\n\n\n<li>Auditoria retributiva i valoraci\u00f3 de llocs de treball, en els termes establerts pel RD 902\/2020.<\/li>\n\n\n\n<li>Registre retributiu anual diferenciat per sexe, categoria professional i grup de cotitzaci\u00f3.<\/li>\n\n\n\n<li>Protocol davant de l&#8217;assetjament sexual i assetjament per ra\u00f3 de sexe (obligatori per a totes les empreses).<\/li>\n\n\n\n<li>Mesures o pla espec\u00edfic LGTBI quan l&#8217;empresa supera les 50 persones treballadores.<\/li>\n<\/ul>\n\n\n\n<p><strong>Atenci\u00f3. <\/strong>No disposar daquesta documentaci\u00f3 o no tenir-la actualitzada pot comportar sancions econ\u00f2miques de fins a 225.018 euros, a m\u00e9s de la p\u00e8rdua de bonificacions, ajudes p\u00fabliques i la impossibilitat de contractar amb el sector p\u00fablic.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Qu\u00e8 comprova la Inspecci\u00f3 a m\u00e9s del paper?<\/h2>\n\n\n\n<p>M\u00e9s enll\u00e0 de revisar que el Pla d&#8217;Igualtat existeixi i estigui formalment inscrit, la ITSS comprova:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Si el Pla inclou mesures efectives amb calendari dimplantaci\u00f3, responsables designats i mecanismes de seguiment.<\/li>\n\n\n\n<li>Si s&#8217;estan aplicant mesures correctores despr\u00e9s de la detecci\u00f3 de bretxes salarials, segregaci\u00f3 ocupacional o desigualtat de tracte.<\/li>\n\n\n\n<li>Si hi ha un comit\u00e8 digualtat o mecanismes reals de revisi\u00f3 peri\u00f2dica.<\/li>\n\n\n\n<li>Si heu comunicat el contingut del Pla a la plantilla.<\/li>\n\n\n\n<li>Si la bretxa salarial supera el 25%, se n&#8217;exigeix \u200b\u200buna justificaci\u00f3 objectiva documentada.<\/li>\n<\/ul>\n\n\n\n<p>A m\u00e9s, encara que l&#8217;empresa no estigui obligada a disposar d&#8217;un Pla d&#8217;Igualtat, s\u00ed que ha de respectar en tot cas el principi d&#8217;igualtat de tracte i oportunitats, adoptar mesures preventives davant de la discriminaci\u00f3 i disposar obligat\u00f2riament d&#8217;un registre retributiu.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Sancions a tenir en compte<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Manca de Pla d&#8217;Igualtat quan \u00e9s obligatori: fins a 225.018 \u20ac.<\/li>\n\n\n\n<li>No disposar de registre retributiu: fins a 7.500\u20ac.<\/li>\n\n\n\n<li>Bretxa salarial no justificada superior al 25%: sanci\u00f3 de fins a 7.500 \u20ac, llevat que hi hagi discriminaci\u00f3 greu, cas en qu\u00e8 pot arribar tamb\u00e9 als 225.018 \u20ac.<\/li>\n\n\n\n<li>No comunicar el Pla, no aplicar-ho o no avaluar-ho: sancions acumulables, a m\u00e9s de perjudicis reputacionals o p\u00e8rdua de subvencions.<\/li>\n<\/ul>\n\n\n\n<p>Per tant, si la vostra empresa supera les 50 persones treballadores o est\u00e0 afectada per un conveni que imposa aquesta obligaci\u00f3, resulta inajornable:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Verificar que el Pla est\u00e0 vigent i registrat al REGCON.<\/li>\n\n\n\n<li>Mantenir al dia l&#8217;auditoria salarial i el registre retributiu.<\/li>\n\n\n\n<li>Acreditar el proc\u00e9s de negociaci\u00f3 amb la representaci\u00f3 legal o, si no n&#8217;hi ha, amb una comissi\u00f3 ad hoc.<\/li>\n\n\n\n<li>Disposar de protocols davant l&#8217;assetjament i mesures LGTBI, segons escaigui.<\/li>\n\n\n\n<li>Implementar mesures reals i avaluables que facin efectiu el principi digualtat.<br><\/li>\n<\/ol>\n\n\n\n<p>A Gemap disposem d&#8217;un departament espec\u00edfic d&#8217;Igualtat, aix\u00ed que davant de qualsevol dubte o aclariment, podeu posar-vos en contacte amb el nostre despatx professional.<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Les campanyes dinspecci\u00f3 tenen com a objectiu principal verificar que les empreses obligades \u2014\u00e9s a dir, totes aquelles amb 50 o m\u00e9s persones treballadores, aix\u00ed com les que ho estiguin per conveni col\u00b7lectiu o per norma espec\u00edfica\u2014 disposen dun Pla dIgualtat vigent, registrat i aplicat de forma efectiva. Des de fa mesos, la Inspecci\u00f3 de [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":5238,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,38],"tags":[],"class_list":["post-5241","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualitat","category-empresas-ca"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>La Inspecci\u00f3 de Treball intensifica el control sobre els plans d&#039;igualtat - Gemap<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/gemap.es\/ca\/la-inspeccio-de-treball-intensifica-el-control-sobre-els-plans-digualtat\/\" \/>\n<meta property=\"og:locale\" content=\"ca_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"La Inspecci\u00f3 de Treball intensifica el control sobre els plans d&#039;igualtat - Gemap\" \/>\n<meta property=\"og:description\" content=\"Les campanyes dinspecci\u00f3 tenen com a objectiu principal verificar que les empreses obligades \u2014\u00e9s a dir, totes aquelles amb 50 o m\u00e9s persones treballadores, aix\u00ed com les que ho estiguin per conveni col\u00b7lectiu o per norma espec\u00edfica\u2014 disposen dun Pla dIgualtat vigent, registrat i aplicat de forma efectiva. 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