{"id":15203,"date":"2026-10-26T08:27:07","date_gmt":"2026-10-26T07:27:07","guid":{"rendered":"https:\/\/securexrrhh.com\/es-obligatorio-el-protocolo-de-acoso-sexual-en-las-empresas\/"},"modified":"2026-11-10T08:33:12","modified_gmt":"2026-11-10T07:33:12","slug":"es-obligatorio-el-protocolo-de-acoso-sexual-en-las-empresas","status":"publish","type":"post","link":"https:\/\/securexrrhh.com\/en\/es-obligatorio-el-protocolo-de-acoso-sexual-en-las-empresas\/","title":{"rendered":"Is the Sexual Harassment Protocol mandatory for companies?"},"content":{"rendered":"\n<!-- ===== Paste ALL of this into a WordPress \"Custom HTML\" block ===== --><!-- The post is self-contained: styles and icons are embedded, nothing needs to be uploaded -->\n<p><style>\n.sx-post{--navy:#004D71;--blue:#0a6fa0;--sky:#00ABC8;--accent:#F39200;--green:#83BB26;--ink:#26303a;--muted:#5a6b7b;--line:#e2e9ef;--soft:#f3f8fb;--red:#e2574c;}\n.sx-post *{box-sizing:border-box}\n.sx-post{font-family:\"Poppins\",\"Segoe 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h3{position:relative;color:#fff;margin:.1em 0 .3em;font-size:1.4rem;font-weight:600}\n.sx-post .banner p{position:relative;color:#d7e7f0;margin:.2em 0 1.2em}\n.sx-post .btn{position:relative;display:inline-block;background:var(--accent);color:#fff;font-weight:700;text-decoration:none;padding:13px 32px;border-radius:40px;font-size:1.02rem}\n.sx-post .btn:hover{filter:brightness(1.07)}\n.sx-post footer{border-top:1px solid var(--line);margin-top:40px;padding-top:18px;color:var(--muted);font-size:.85rem;text-align:center}\n@media(max-width:520px){.sx-post .checklist li{padding-left:52px}}\n<\/style><\/p>\n<div class=\"sx-post\">\n<div class=\"wrap\"><span class=\"kicker\">Equality and compliance<\/span>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 counter-hierarchy ez-toc-counter ez-toc-white ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Tabla de contenido<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/securexrrhh.com\/en\/es-obligatorio-el-protocolo-de-acoso-sexual-en-las-empresas\/#Is_the_Sexual_Harassment_Protocol_mandatory_for_companies\" >Is the Sexual Harassment Protocol mandatory for companies?<\/a><ul class='ez-toc-list-level-2' ><li class='ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/securexrrhh.com\/en\/es-obligatorio-el-protocolo-de-acoso-sexual-en-las-empresas\/#What_must_the_company_do\" >What must the company do?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/securexrrhh.com\/en\/es-obligatorio-el-protocolo-de-acoso-sexual-en-las-empresas\/#Risk_of_penalties_for_not_having_the_protocol\" >Risk of penalties for not having the protocol<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/securexrrhh.com\/en\/es-obligatorio-el-protocolo-de-acoso-sexual-en-las-empresas\/#How_Securex_RRHH_supports_you\" >How Securex RRHH supports you<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/securexrrhh.com\/en\/es-obligatorio-el-protocolo-de-acoso-sexual-en-las-empresas\/#Does_your_company_already_have_the_protocol\" >Does your company already have the protocol?<\/a><\/li><\/ul><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h1><span class=\"ez-toc-section\" id=\"Is_the_Sexual_Harassment_Protocol_mandatory_for_companies\"><\/span>Is the <span class=\"hl\">Sexual Harassment Protocol<\/span> mandatory for companies?<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<span class=\"yes\">Yes, for all companies<\/span>\n<p class=\"lead\">All companies, regardless of their size or number of employees, are required to have measures and procedures in place to prevent and respond to sexual harassment and sex-based harassment in the workplace.<\/p>\n<p>This obligation derives from <strong>Article 48 of Organic Law 3\/2007<\/strong> on effective equality between women and men. It is not a formality reserved for large companies: it arises with the employment relationship itself.<\/p>\n<div class=\"alert\">\n<div><b>Don\u2019t confuse it with the Equality Plan<\/b>\n<p>Unlike the Equality Plan, which is only mandatory for companies with 50 or more employees, the Protocol on Sexual and Sex-Based Harassment is mandatory for all companies, even micro-SMEs with a single employee.<\/p>\n<\/div>\n<\/div>\n<h2><span class=\"ez-toc-section\" id=\"What_must_the_company_do\"><\/span>What must the company do?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The regulations require the company to:<\/p>\n<ul class=\"checklist\">\n<li><b>Promote a harassment-free environment<\/b><br>Promote working conditions that prevent sexual harassment and sex-based harassment.<\/li>\n<li><b>Have a specific procedure in place<\/b><br>A channel for handling complaints or claims, with defined deadlines and course of action.<\/li>\n<li><b>Guarantee confidentiality and protection<\/b><br>Ensure the confidentiality and protection of the people affected.<\/li>\n<li><b>Inform and raise awareness among the workforce<\/b><br>Make these behaviors and the protocol known to the whole team.<\/li>\n<\/ul>\n<div class=\"pull\"><span class=\"q\">\u201c<\/span>The protocol isn\u2019t measured by headcount. It\u2019s mandatory from the first person hired.<\/div>\n<h2><span class=\"ez-toc-section\" id=\"Risk_of_penalties_for_not_having_the_protocol\"><\/span>Risk of penalties for not having the protocol<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div class=\"danger\">\n<div><b>Not having it exposes the company<\/b>\n<p>The absence of this protocol can lead to action by the Labor and Social Security Inspectorate and to administrative penalties, in addition to increasing the company\u2019s liability in the event of possible harassment situations.<\/p>\n<\/div>\n<\/div>\n<div class=\"divider\">&nbsp;<\/div>\n<h2><span class=\"ez-toc-section\" id=\"How_Securex_RRHH_supports_you\"><\/span>How Securex RRHH supports you<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>At Securex RRHH we draft, update and implement the Protocol on Sexual and Sex-Based Harassment tailored to your company, your workforce and your collective agreement, with the legal certainty of our labor and legal advisory team. We review your situation, prepare the communication to your workforce and, if you need it, integrate it with your Equality Plan and your internal reporting channels.<\/p>\n<div class=\"banner\">\n<h3><span class=\"ez-toc-section\" id=\"Does_your_company_already_have_the_protocol\"><\/span>Does your company already have the protocol?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>We help you get it drafted, updated and ready to apply.<\/p>\n<a class=\"btn\" href=\"https:\/\/securexrrhh.com\/en\/contact\/\">Talk to our equality team \u2192<\/a><\/div>\n<footer>Securex RRHH \u2014 Labor advisory, equality and compliance \u00b7 <a href=\"https:\/\/securexrrhh.com\/en\/\">securexrrhh.com<\/a><br><br>For informational purposes only; this does not constitute individualized legal advice. Reference regulations: Article 48 of Organic Law 3\/2007 and Organic Law 10\/2022.<\/footer><\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Equality and compliance Is the Sexual Harassment Protocol mandatory for companies? Yes, for all companies All companies, regardless of their size or number of employees, are required to have measures and procedures in place to prevent and respond to sexual harassment and sex-based harassment in the workplace. This obligation derives from Article 48 of Organic Law 3\/2007 on effective equality between women and men. It is not a formality reserved for large companies: it arises with the employment relationship itself. Don\u2019t confuse it with the Equality Plan Unlike the Equality Plan, which is only mandatory for companies with 50 or more employees, the Protocol on Sexual and Sex-Based Harassment is mandatory for all companies, even micro-SMEs with a single employee. What must the company do? The regulations require the company to: Promote a harassment-free environmentPromote working conditions that prevent sexual harassment and sex-based harassment. Have a specific procedure in placeA &#8230; <a title=\"Is the Sexual Harassment Protocol mandatory for companies?\" class=\"read-more\" href=\"https:\/\/securexrrhh.com\/en\/es-obligatorio-el-protocolo-de-acoso-sexual-en-las-empresas\/\" aria-label=\"Read more about Is the Sexual Harassment Protocol mandatory for companies?\">Read more<\/a><\/p>\n","protected":false},"author":5,"featured_media":15195,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_gspb_post_css":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[157,160],"tags":[],"class_list":["post-15203","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-legal","masonry-post","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50","no-featured-image-padding"],"acf":[],"_links":{"self":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/15203","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/comments?post=15203"}],"version-history":[{"count":1,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/15203\/revisions"}],"predecessor-version":[{"id":15205,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/15203\/revisions\/15205"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media\/15195"}],"wp:attachment":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media?parent=15203"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/categories?post=15203"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/tags?post=15203"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}