{"id":7143,"date":"2026-06-29T10:27:03","date_gmt":"2026-06-29T09:27:03","guid":{"rendered":"https:\/\/gemap.es\/?p=7143"},"modified":"2026-06-29T10:27:06","modified_gmt":"2026-06-29T09:27:06","slug":"quan-una-empresa-esta-obligada-a-tenir-un-pla-digualtat","status":"publish","type":"post","link":"https:\/\/gemap.es\/ca\/quan-una-empresa-esta-obligada-a-tenir-un-pla-digualtat\/","title":{"rendered":"Quan una empresa est\u00e0 obligada a tenir un Pla d&#8217;Igualtat?"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">El pla d\u201figualtat \u00e9s un instrument legal que recull un conjunt de mesures dirigides a garantir la igualtat de tracte id\u201foportunitats entre dones i homes dins de l\u201fempresa.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Des de l&#8217;entrada en vigor d&#8217;aquesta normativa, moltes empreses es pregunten quan \u00e9s obligatori implantar un pla d&#8217;igualtat, quins requisits legals hi ha i quins riscos implica no fer-ho.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En aquest article de GEMAP us expliquem quines empreses estan obligades a tenir un pla d&#8217;igualtat el 2026, quins s\u00f3n els requisits legals i quins passos ha de seguir una empresa per elaborar-lo correctament.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Qu\u00e8 \u00e9s un pla d&#8217; igualtat i quins objetius t\u00e9?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">El pla digualtat \u00e9s un document estrat\u00e8gic que integra mesures concretes destinades a eliminar qualsevol tipus de discriminaci\u00f3 laboral entre dones i homes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La seva finalitat \u00e9s analitzar la situaci\u00f3 real de l&#8217;empresa i establir actuacions que permetin corregir possibles desigualtats en \u00e0mbits com ara la contractaci\u00f3, la promoci\u00f3 professional o la retribuci\u00f3.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Aquest instrument no es limita a una declaraci\u00f3 d\u00bfintencions. La normativa exigeix \u200b\u200bque el pla inclogui objectius mesurables, mesures concretes, indicadors de seguiment i mecanismes davaluaci\u00f3. .<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Entre els \u00e0mbits que solen analitzar-se dins del diagn\u00f2stic es troben:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Processos de selecci\u00f3 i contractaci\u00f3.<\/li>\n\n\n\n<li>Classificaci\u00f3 professional i promoci\u00f3 interna.<\/li>\n\n\n\n<li>Formaci\u00f3 i desenvolupament professional.<\/li>\n\n\n\n<li>Condicions de treball i conciliaci\u00f3.<\/li>\n\n\n\n<li>Pol\u00edtica salarial i auditoria retributiva.<\/li>\n\n\n\n<li>Prevenci\u00f3 de l&#8217;assetjament sexual o per ra\u00f3 de sexe.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Empreses obligades a tenir pla d&#8217;igualtat el 2026<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">L&#8217;obligaci\u00f3 d&#8217;implantar un pla d&#8217;igualtat obligatori a empreses dep\u00e8n principalment de la mida de la plantilla. Actualment, la normativa estableix tres sup\u00f2sits principals en qu\u00e8 l&#8217;empresa ha de negociar, elaborar i implantar aquest instrument.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Sup\u00f2sit d<\/strong>&#8216;<strong>obligaci\u00f3<\/strong><\/td><td><strong>Criteri detallat<\/strong><\/td><td><strong>Observacions\u00a0<\/strong><\/td><\/tr><tr><td><strong>Per mida de plantilla<\/strong><\/td><td>Empreses amb 50 o m\u00e9s persones treballadores.<\/td><td>L&#8217;obligaci\u00f3 persisteix encara que la plantilla baixi de 50 durant la vig\u00e8ncia del pla.<\/td><\/tr><tr><td><strong>Per conveni col\u00b7lectiu<\/strong><\/td><td>Segons all\u00f2 estipulat en el conveni aplicable a l&#8217;empresa.<\/td><td>Obligatori fins i tot si lempresa t\u00e9 menys de 50 treballadors.<\/td><\/tr><tr><td><strong>Per sanci\u00f3 administrativa<\/strong><\/td><td>Per resoluci\u00f3 de lAutoritat Laboral o Inspecci\u00f3 de Treball.<\/td><td>El pla pot actuar com a substitut de determinades sancions access\u00f2ries.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Nombre de treballadors per a pla digualtat: com es calcula<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">En general, el c\u00e0lcul ha d&#8217;incloure totes les persones que formen part de la plantilla de l&#8217;empresa, independentment del tipus de contracte o de la jornada laboral. Tamb\u00e9 s&#8217;han de tenir en compte els treballadors cedits per empreses de treball temporal quan presten serveis a l&#8217;empresa usu\u00e0ria.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">El c\u00f2mput sol realitzar-se prenent com a refer\u00e8ncia la mitjana de treballadors durant un per\u00edode determinat, cosa que permet evitar distorsions derivades de contractacions temporals o estacionals.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La normativa tamb\u00e9 contempla situacions especials, com ara els grups d&#8217;empreses, que poden elaborar un \u00fanic pla d&#8217;igualtat aplicable a diverses societats del grup.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Fases per elaborar un pla digualtat a l&#8217;empresa<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">L&#8217;elaboraci\u00f3 d&#8217;un pla d&#8217;igualtat no \u00e9s simplement redactar un document. \u00c9s un proc\u00e9s estructurat que ha de seguir una s\u00e8rie de fases regulades per la normativa laboral.<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Constituci\u00f3 de la comissi\u00f3 negociadora<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">El primer pas \u00e9s comunicar l&#8217;inici del proc\u00e9s i constituir la comissi\u00f3 negociadora, que estar\u00e0 formada per representants de l&#8217;empresa i dels treballadors.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Aquesta comissi\u00f3 ha de tenir una composici\u00f3 equilibrada entre dones i homes i ser\u00e0 l&#8217;encarregada de negociar les mesures del pla, aprovar-ne el diagn\u00f2stic i supervisar-ne la implantaci\u00f3.<\/p>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>Diagn\u00f2stic digualtat a lempresa<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Un cop constitu\u00efda la comissi\u00f3, es fa el diagn\u00f2stic d&#8217;igualtat, que analitza la situaci\u00f3 real de l&#8217;empresa des d&#8217;una perspectiva de g\u00e8nere.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Aquesta an\u00e0lisi inclou aspectes com lestructura de la plantilla, els processos de contractaci\u00f3, la promoci\u00f3 professional, les condicions de treball i la pol\u00edtica salarial.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dins aquesta fase tamb\u00e9 es fa l&#8217;auditoria retributiva obligat\u00f2ria, que examina possibles difer\u00e8ncies salarials entre homes i dones.<\/p>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Disseny del pla digualtat<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">A partir del diagn\u00f2stic es defineixen els objectius del pla i les mesures necess\u00e0ries per assolir-los. Cada mesura ha dincloure indicadors de seguiment, responsables de la seva execuci\u00f3 i un calendari daplicaci\u00f3.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">El pla ha dincorporar, com a m\u00ednim, informaci\u00f3 sobre l\u00e0mbit daplicaci\u00f3, els resultats del diagn\u00f2stic, les mesures previstes, els recursos necessaris i els mecanismes de seguiment.<\/p>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Registre del pla digualtat<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Un cop aprovat, el pla s&#8217;ha d&#8217;inscriure al registre p\u00fablic de l&#8217;autoritat laboral mitjan\u00e7ant un procediment telem\u00e0tic.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La normativa estableix que la sol\u00b7licitud de registre s&#8217;ha de presentar en un termini m\u00e0xim de 15 dies des de la signatura del pla per part de la comissi\u00f3 negociadora.<\/p>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Implantaci\u00f3, seguiment i avaluaci\u00f3<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Despr\u00e9s del registre, l&#8217;empresa ha de posar en marxa les mesures previstes i fer un seguiment peri\u00f2dic del pla per comprovar-ne el grau de compliment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Aquest seguiment permet detectar possibles desviacions i adoptar mesures correctores si els objectius fixats no s&#8217;estan assolint.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Sancions per no tenir pla d&#8217;igualtat<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">La normativa laboral considera infracci\u00f3 greu no complir les obligacions relacionades amb els plans digualtat. Les multes poden oscil\u00b7lar entre 751 i 7.500 euros, depenent de la gravetat de la infracci\u00f3.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En situacions m\u00e9s greus, especialment quan l&#8217;empresa incompleix una resoluci\u00f3 de l&#8217;autoritat laboral o persisteix a la infracci\u00f3, les sancions poden superar els 200.000 euros.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A m\u00e9s de les multes econ\u00f2miques, l&#8217;empresa es pot enfrontar a altres conseq\u00fc\u00e8ncies rellevants:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>P\u00e8rdua dajuts p\u00fablics o bonificacions.<\/li>\n\n\n\n<li>Impossibilitat de contractar amb lAdministraci\u00f3.<\/li>\n\n\n\n<li>Major exposici\u00f3 a inspeccions laborals.<\/li>\n\n\n\n<li>Riscos reputacionals i conflictes interns.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Necessites implantar el pla d&#8217;igualtat a la teva empresa?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Si la vostra empresa s&#8217;acosta al llindar dels 50 treballadors o ja est\u00e0 obligada a comptar amb un pla d&#8217;igualtat, \u00e9s important abordar el proc\u00e9s amb assessorament especialitzat.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A GEMAP ajudem empreses a dissenyar, negociar i registrar el seu pla d&#8217;igualtat, garantint que compleix els requisits legals vigents. Analitzem la situaci\u00f3 de l&#8217;empresa, elaborem el diagn\u00f2stic d&#8217;igualtat, desenvolupem les mesures necess\u00e0ries i gestionem el registre davant de l&#8217;autoritat laboral.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Si necessites implantar o actualitzar el pla d&#8217;igualtat a la teva empresa, el nostre equip pot acompanyar-te durant tot el proc\u00e9s perqu\u00e8 compleixis la normativa i evitis sancions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Contacta amb el nostre equip i treballem plegats.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>El pla d\u201figualtat \u00e9s un instrument legal que recull un conjunt de mesures dirigides a garantir la igualtat de tracte id\u201foportunitats entre dones i homes dins de l\u201fempresa. Des de l&#8217;entrada en vigor d&#8217;aquesta normativa, moltes empreses es pregunten quan \u00e9s obligatori implantar un pla d&#8217;igualtat, quins requisits legals hi ha i quins riscos implica [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":6645,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_mbp_gutenberg_autopost":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-7143","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sin-categorizar"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Quan una empresa est\u00e0 obligada a tenir un Pla 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\/quan-una-empresa-esta-obligada-a-tenir-un-pla-digualtat\/\" \/>\n<meta property=\"og:locale\" content=\"ca_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Quan una empresa est\u00e0 obligada a tenir un Pla d&#039;Igualtat? - Gemap\" \/>\n<meta property=\"og:description\" content=\"El pla d\u201figualtat \u00e9s un instrument legal que recull un conjunt de mesures dirigides a garantir la igualtat de tracte id\u201foportunitats entre dones i homes dins de l\u201fempresa. Des de l&#8217;entrada en vigor d&#8217;aquesta normativa, moltes empreses es pregunten quan \u00e9s obligatori implantar un pla d&#8217;igualtat, quins requisits legals hi ha i quins riscos implica [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/gemap.es\/ca\/quan-una-empresa-esta-obligada-a-tenir-un-pla-digualtat\/\" \/>\n<meta property=\"og:site_name\" content=\"Gemap\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/gemap.ius\/\" \/>\n<meta property=\"article:published_time\" content=\"2026-06-29T09:27:03+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-06-29T09:27:06+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/gemap.es\/wp-content\/uploads\/2026\/03\/\u00bfCuando-una-empresa-esta-obligada-a-tener-Plan-de-Igualdad.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"810\" \/>\n\t<meta property=\"og:image:height\" content=\"450\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"author\" content=\"Gemap\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@gemapius\" \/>\n<meta name=\"twitter:site\" content=\"@gemapius\" \/>\n<meta name=\"twitter:label1\" content=\"Escrit per\" \/>\n\t<meta name=\"twitter:data1\" content=\"Gemap\" \/>\n\t<meta name=\"twitter:label2\" content=\"Temps estimat de lectura\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minuts\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/gemap.es\\\/ca\\\/quan-una-empresa-esta-obligada-a-tenir-un-pla-digualtat\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/gemap.es\\\/ca\\\/quan-una-empresa-esta-obligada-a-tenir-un-pla-digualtat\\\/\"},\"author\":{\"name\":\"Gemap\",\"@id\":\"https:\\\/\\\/gemap.es\\\/ca\\\/#\\\/schema\\\/person\\\/488bf7c00c857d972c990318b7048431\"},\"headline\":\"Quan una empresa est\u00e0 obligada a tenir un Pla d&#8217;Igualtat?\",\"datePublished\":\"2026-06-29T09:27:03+00:00\",\"dateModified\":\"2026-06-29T09:27:06+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/gemap.es\\\/ca\\\/quan-una-empresa-esta-obligada-a-tenir-un-pla-digualtat\\\/\"},\"wordCount\":1083,\"publisher\":{\"@id\":\"https:\\\/\\\/gemap.es\\\/ca\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/gemap.es\\\/ca\\\/quan-una-empresa-esta-obligada-a-tenir-un-pla-digualtat\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/gemap.es\\\/wp-content\\\/uploads\\\/2026\\\/03\\\/\u00bfCuando-una-empresa-esta-obligada-a-tener-Plan-de-Igualdad.webp\",\"articleSection\":[\"Sin categorizar\"],\"inLanguage\":\"ca\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/gemap.es\\\/ca\\\/quan-una-empresa-esta-obligada-a-tenir-un-pla-digualtat\\\/\",\"url\":\"https:\\\/\\\/gemap.es\\\/ca\\\/quan-una-empresa-esta-obligada-a-tenir-un-pla-digualtat\\\/\",\"name\":\"Quan una empresa est\u00e0 obligada a tenir un Pla d'Igualtat? 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