LGTBI Plans in Companies: Development and Implementation according to Law 4/2023 and Royal Decree 1026/2024
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Abstract
The aim of this study is to analyse the measures in the field of employment set out in Law 4/2023, of 28 February, for the real and effective equality of trans people and for the guarantee of the rights of LGTBI people, focusing basically on Article 15 ‘Equality and non-discrimination LGTBI in companies. Due to the importance of this precept, Royal Decree 1026/2024, of 8 October, has recently been enacted, which develops the planned set of measures for equality and non-discrimination of LGTBI people in companies. In which it will be studied how an LGTBI plan should be carried out. Law 4/2023 established an adaptation period of one year from its publication, which expired on 2 February 2024, for companies with more than 50 employees to have an action protocol for dealing with harassment or violence against LGTBI people. It is not until October 2024 that the legislator enacts RD 1026/5024 so that employers are aware of how to implement it. In this context, the guidelines to be considered in order to be able to comply with this corporate duty are presented.
How to Cite
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LGTBI plans, trans people, discrimination, equality, social exclusion.
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