{"id":68546,"date":"2024-10-10T13:46:00","date_gmt":"2024-10-10T11:46:00","guid":{"rendered":"https:\/\/www.escura.com\/?p=68546"},"modified":"2025-01-22T10:17:35","modified_gmt":"2025-01-22T09:17:35","slug":"importantes-novedades-para-las-empresas-en-materia-lgtbi","status":"publish","type":"post","link":"https:\/\/www.escura.com\/es\/importantes-novedades-para-las-empresas-en-materia-lgtbi\/","title":{"rendered":"Importantes novedades para las empresas en materia LGTBI"},"content":{"rendered":"<p><div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-1 fusion-flex-container nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap\" style=\"max-width:104%;margin-left: calc(-4% \/ 2 );margin-right: calc(-4% \/ 2 );\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-0 fusion_builder_column_3_4 3_4 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:75%;--awb-margin-top-large:0px;--awb-spacing-right-large:2.56%;--awb-margin-bottom-large:20px;--awb-spacing-left-large:2.56%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-space-around fusion-content-layout-column\"><div class=\"fusion-image-element \" style=\"--awb-caption-title-font-family:var(--h2_typography-font-family);--awb-caption-title-font-weight:var(--h2_typography-font-weight);--awb-caption-title-font-style:var(--h2_typography-font-style);--awb-caption-title-size:var(--h2_typography-font-size);--awb-caption-title-transform:var(--h2_typography-text-transform);--awb-caption-title-line-height:var(--h2_typography-line-height);--awb-caption-title-letter-spacing:var(--h2_typography-letter-spacing);\"><span class=\" fusion-imageframe imageframe-none imageframe-1 hover-type-none\"><img decoding=\"async\" width=\"2560\" height=\"823\" alt=\"El c\u00f3mputo del plazo de antelaci\u00f3n incluye el d\u00eda en que se remite la convocatoria, pero no el d\u00eda en que se celebra la junta.\" title=\"close-up-people-connecting-through-hands\" src=\"https:\/\/www.escura.com\/wp-content\/uploads\/2024\/10\/close-up-people-connecting-through-hands-scaled-e1728560621466.jpg\" class=\"img-responsive wp-image-68553\" srcset=\"https:\/\/www.escura.com\/wp-content\/uploads\/2024\/10\/close-up-people-connecting-through-hands-scaled-e1728560621466-200x64.jpg 200w, https:\/\/www.escura.com\/wp-content\/uploads\/2024\/10\/close-up-people-connecting-through-hands-scaled-e1728560621466-400x129.jpg 400w, https:\/\/www.escura.com\/wp-content\/uploads\/2024\/10\/close-up-people-connecting-through-hands-scaled-e1728560621466-600x193.jpg 600w, https:\/\/www.escura.com\/wp-content\/uploads\/2024\/10\/close-up-people-connecting-through-hands-scaled-e1728560621466-800x257.jpg 800w, https:\/\/www.escura.com\/wp-content\/uploads\/2024\/10\/close-up-people-connecting-through-hands-scaled-e1728560621466-1200x386.jpg 1200w, https:\/\/www.escura.com\/wp-content\/uploads\/2024\/10\/close-up-people-connecting-through-hands-scaled-e1728560621466.jpg 2560w\" sizes=\"(max-width: 1024px) 100vw, (max-width: 850px) 100vw, 2560px\" \/><\/span><\/div><div class=\"fusion-separator fusion-full-width-sep\" style=\"align-self: center;margin-left: auto;margin-right: auto;margin-top:30px;width:100%;\"><\/div><div class=\"fusion-text fusion-text-1\"><p class=\"fusion-responsive-typography-calculated\" style=\"text-align: right;\" data-fontsize=\"34\" data-lineheight=\"47.94px\"><a href=\"https:\/\/www.escura.com\/wp-content\/uploads\/2024\/10\/119-Importantes-novedades-para-las-empresas-en-materia-LGTBI.pdf\">Consultar pdf<\/a><\/p>\n<\/div><div class=\"fusion-separator fusion-full-width-sep\" style=\"align-self: center;margin-left: auto;margin-right: auto;margin-top:30px;width:100%;\"><\/div><div class=\"fusion-text fusion-text-2\"><h1>Importantes novedades para las empresas en materia LGTBI<\/h1>\n<\/div><div class=\"fusion-separator fusion-full-width-sep\" style=\"align-self: center;margin-left: auto;margin-right: auto;margin-top:20px;width:100%;\"><\/div><div class=\"fusion-text fusion-text-3\"><p>El pasado d\u00eda 09 de octubre de 2024 se public\u00f3 en el BOE el Real Decreto 1026\/2024, de 8 de octubre, por el que se desarrolla el conjunto planificado de las medidas para la igualdad y no discriminaci\u00f3n de las personas LGTBI en las empresas (en adelante, \u201cReal Decreto 1026\/2024<strong>\u201d<\/strong>).<\/p>\n<p>Este Real Decreto desarrolla apartados de la Ley 4\/2023, de 28 de febrero, para la igualdad real y efectiva de las personas trans y para la garant\u00eda de los derechos de las personas LGTBI (en adelante, \u201cLey LGTBI\u201d), la cual obliga a las <strong>empresas de m\u00e1s de cincuenta (50) personas trabajadoras<\/strong> a contar con un conjunto planificado de medidas y recursos para alcanzar la igualdad real y efectiva de las personas LGTBI.<\/p>\n<p>Respecto a las novedades que incluye este Real Decreto, destacamos la siguientes:<\/p>\n<p><strong>1.- Existe la obligaci\u00f3n de negociar las medidas planificadas a trav\u00e9s de la negociaci\u00f3n colectiva:<\/strong><\/p>\n<ul>\n<li>Entidades que dispongan de un convenio colectivo propio o, en su caso, representaci\u00f3n de las personas trabajadoras (Comit\u00e9 de Empresa, Delegados de Personal): deber\u00e1n constituir una <strong>comisi\u00f3n negociadora<\/strong> en el plazo m\u00e1ximo de tres (3) meses tras la entrada en vigor de esta norma \u2013es decir, el 10 de enero de 2025\u2013.<\/li>\n<\/ul>\n<ul>\n<li>Entidades sin representaci\u00f3n legal de las personas trabajadoras: deber\u00e1n constituir una comisi\u00f3n negociadora con los sindicatos en el plazo m\u00e1ximo de seis (6) meses \u2013es decir, el 10 de abril de 2025\u2013. En este caso, los sindicatos disponen de un plazo de diez (10) d\u00edas h\u00e1biles para responder a la convocatoria remitida por la entidad, ampliable en otros diez (10) d\u00edas h\u00e1biles si no hubiera respuesta. Transcurrido dicho plazo, la entidad podr\u00e1 determinar las medidas que se desarrollar\u00e1n de manera unilateral.<\/li>\n<\/ul>\n<p>Una vez constituida la comisi\u00f3n negociadora, se iniciar\u00e1n las negociaciones. En caso de que transcurran tres (3) meses sin que se haya alcanzado un acuerdo, la entidad aplicar\u00e1 las medidas previstas en el Real Decreto 1026\/2024, sin perjuicio de que estas medidas puedan determinarse mediante posterior acuerdo.<\/p>\n<p><strong>2.- El Real Decreto prev\u00e9 las medidas m\u00ednimas que deber\u00e1n implantarse en cualquier caso:<\/strong><\/p>\n<ul>\n<li>Cl\u00e1usulas de Igualdad de Trato y No Discriminaci\u00f3n: se implantar\u00e1n este tipo de cl\u00e1usulas para avanzar en la erradicaci\u00f3n de la discriminaci\u00f3n de las personas LGTBI.<\/li>\n<li>Acceso al Empleo: Se deber\u00e1n establecer criterios claros y concretos para garantizar un adecuado proceso de selecci\u00f3n y contrataci\u00f3n y erradicar estereotipos en el acceso al empleo de las personas LGTBI. Asimismo, se formar\u00e1 adecuadamente a las personas que participan en los procesos de selecci\u00f3n.<\/li>\n<li>Clasificaci\u00f3n y Promoci\u00f3n Profesional: se establecer\u00e1n criterios en esta materia para evitar cualquier discriminaci\u00f3n contra las personas LGTBI.<\/li>\n<li>Formaci\u00f3n, sensibilizaci\u00f3n y lenguaje: en los planes de formaci\u00f3n se establecer\u00e1n m\u00f3dulos espec\u00edficos sobre los derechos de las personas LGTBI. Se formar\u00e1 a toda la plantilla y se garantizar\u00e1 la utilizaci\u00f3n de un lenguaje respetuoso con la diversidad.<\/li>\n<li>Entornos laborales diversos, seguros e inclusivos: Se garantizar\u00e1 la protecci\u00f3n contra comportamientos LGTBIf\u00f3bicos. Esta protecci\u00f3n se realizar\u00e1, especialmente, a trav\u00e9s de protocolos frente al acoso y la violencia en el trabajo.<\/li>\n<li>Permisos y beneficios sociales: se garantizar\u00e1 a todas las personas trabajadoras el disfrute de los permisos previstos por la normativa de aplicaci\u00f3n, con especial atenci\u00f3n a las personas trans.<\/li>\n<li>R\u00e9gimen disciplinario: se integrar\u00e1n en el r\u00e9gimen disciplinario los comportamientos que atenten contra la libertad sexual, la orientaci\u00f3n e identidad sexual y la expresi\u00f3n de g\u00e9nero de las personas trabajadoras.<\/li>\n<\/ul>\n<p>\u00a9 La presente informaci\u00f3n es propiedad de\u00a0<a href=\"https:\/\/www.escura.com\/es\/\"><strong>Escura<\/strong>,\u00a0<strong>abogados<\/strong>\u00a0y\u00a0<strong>economistas<\/strong><\/a>, quedando prohibida su reproducci\u00f3n sin permiso expreso.<\/p>\n<\/div><\/div><\/div><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-1 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