Sexual Harassment Protocol Spain (Protocolo de Acoso Sexual)

A Sexual Harassment Protocol Spain (Protocolo de Acoso Sexual y por Razón de Sexo) is a mandatory internal procedure document through which a Spanish employer establishes prevention, complaint, and investigation mechanisms for sexual harassment (acoso sexual) and harassment based on sex (acoso por razón de sexo) in the workplace — governed by Article 48 of Ley Orgánica 3/2007, de 22 de marzo, para la igualdad efectiva de mujeres y hombres (LOI), as amended by Real Decreto-Ley 6/2019 and reinforced by Ley 15/2022, de 12 de julio, integral para la igualdad de trato y la no discriminación.

Article 48 LOI establishes two specific obligations for employers: (1) to promote working conditions that prevent sexual harassment and harassment based on sex; and (2) to establish specific procedures for the resolution of complaints or reports made by workers who have been victims of such conduct. These are distinct obligations — the first is preventive and requires structural measures; the second is reactive and requires a documented complaints and investigation procedure. Both are enforced by the Inspección de Trabajo y Seguridad Social (ITSS) and the Subdirección General de Igualdad en la Empresa of the Ministerio de Trabajo.

Article 7 LOI defines the key concepts. Acoso sexual is any verbal, non-verbal, or physical conduct of a sexual nature that has the purpose or effect of violating a person's dignity — particularly when it creates an intimidating, hostile, degrading, humiliating, or offensive environment. Acoso por razón de sexo is conduct based on the sex of a person that has the purpose or effect of creating an intimidating, hostile, degrading, humiliating, or offensive environment in the workplace. The definitions track the EU framework in Directiva 2002/73/CE (now codified in Directiva 2006/54/CE on equal treatment in employment).

The mandatory equality plan (plan de igualdad) requirement under Article 45 LOI — applicable to companies with 50 or more employees since Real Decreto-Ley 6/2019 — explicitly requires that equality plans include measures to prevent and respond to sexual harassment and harassment based on sex, as detailed in Real Decreto 901/2020 and Real Decreto 902/2020. The Protocol must be negotiated through the equality plan negotiating committee (comisión negociadora del plan de igualdad) and registered with the relevant authority (REGCON — Registro de Convenios y Acuerdos Colectivos de Trabajo).

Ley 15/2022 integral para la igualdad de trato strengthened the framework by establishing thorough anti-discrimination protections and reinforcing the employer's duty to take active measures against harassment in employment. The 2022 law also addresses intersectional discrimination — harassment based on multiple grounds simultaneously — and obliges employers to address harassment affecting LGBTQI+ workers in the same framework. Ley Orgánica 10/2022 de garantía integral de la libertad sexual (colloquially — Ley del Solo Sí es Sí) further reformed the criminal law framework for sexual crimes and introduced specific workplace obligations.

The legal framework governing the Sexual Harassment Protocol Spain (Protocolo de Acoso Sexual) in Spain draws on several key statutes and regulatory bodies. Under the Estatuto de los Trabajadores (ET) RDL 2/2015, Spanish employment law governs contracts, dismissals, and working conditions. The Tesorería General de la Seguridad Social (TGSS) administers social security contributions. The Servicio Público de Empleo Estatal (SEPE) manages unemployment benefits. The Inspección de Trabajo y Seguridad Social enforces labour compliance. The Juzgados de lo Social hear employment disputes under the Ley Reguladora de la Jurisdicción Social (Ley 36/2011). Parties executing a Sexual Harassment Protocol Spain (Protocolo de Acoso Sexual) in Spain should confirm the document reflects current law, including any amendments enacted since the original drafting date. The Ley Orgánica 3/2007 (art. 48); Ley 15/2022 integral para la igualdad de trato sets the foundational requirements.

A Sexual Harassment Protocol Spain is legally mandatory for all Spanish employers with 50 or more employees and strongly recommended for smaller companies.

The Protocolo de Acoso Sexual is mandatory for companies with 50 or more employees that must adopt an equality plan under Article 45 LOI as amended by Real Decreto-Ley 6/2019 — the equality plan must include a harassment protocol under Article 7 of Real Decreto 901/2020.

The protocol is required when the applicable sector convenio colectivo expressly mandates it — numerous Spanish sector agreements in financial services, retail, hospitality, healthcare, and construction require affiliated companies to have a documented sexual harassment protocol.

A Protocolo de Acoso Sexual is needed when a company receives a complaint from a worker alleging sexual harassment — the employer must investigate under Article 48 LOI regardless of whether a formal protocol was in place, but the absence of a protocol is an aggravating factor in ITSS sanctions and court proceedings.

The protocol is required before the ITSS (Inspección de Trabajo y Seguridad Social) conducts a labour inspection focused on gender equality or psychosocial risk management — the absence of an equality-compliant protocol is a finding that triggers a requerimiento (improvement notice) and potential sanction under LISOS.

A Protocolo de Acoso Sexual is needed when a company is bidding for public contracts under Ley 9/2017 de Contratos del Sector Público, which requires that contractors demonstrate compliance with gender equality obligations as a condition of contract award in certain public procurement procedures.

The protocol is needed for any company that has experienced a sexual harassment incident, complaint, or investigation — even if resolved informally — as evidence of institutional commitment to a safe workplace and to demonstrate due diligence in any subsequent judicial or administrative proceedings.

Parties in Spain should prepare a Sexual Harassment Protocol Spain (Protocolo de Acoso Sexual) proactively rather than waiting for a dispute to arise. Courts interpret agreements based on the written terms rather than oral representations. Under the Estatuto de los Trabajadores (ET) RDL 2/2015, Spanish employment law governs contracts, dismissals, and working conditions. The Tesorería General de la Seguridad Social (TGSS) administers social security contributions. The Servicio Público de Empleo Estatal (SEPE) manages unemployment benefits. The Inspección de Trabajo y Seguridad Social enforces labour compliance. The Juzgados de lo Social hear employment disputes under the Ley Reguladora de la Jurisdicción Social (Ley 36/2011). Where the transaction involves regulated activities, prior approval from the relevant authority may be required before execution.

A valid Sexual Harassment Protocol Spain under LOI Article 48 and Real Decreto 901/2020 must contain the following essential elements.

Declaration of Commitment: A clear statement from senior management (dirección de la empresa) committing to a workplace free from sexual harassment and harassment based on sex, referencing Article 48 LOI, the Directiva 2006/54/CE, Ley 15/2022, and the company's equality plan. The declaration establishes the tone and demonstrates institutional commitment.

Definitions: Legally precise definitions of acoso sexual and acoso por razón de sexo as established by Article 7 LOI, with practical examples to help workers identify unacceptable conduct. The definitions should note that harassment may come from colleagues, managers, clients, or suppliers — and that a single incident of sufficient severity may constitute harassment without the need for repetition.

Scope: All persons within the company's workplace — permanent and temporary employees, contractors, interns, apprentices, freelancers, clients, and visitors attending the workplace — and all contexts — on-site, remote work, business travel, company events, and digital communications.

Prevention Measures: Specific actions the employer takes to prevent harassment — regular awareness training (formación específica); dissemination of the protocol at induction and annually; inclusion of anti-harassment provisions in collective agreements; specific training for managers and HR on early detection; establishment of a workplace culture that makes harassment socially unacceptable.

Confidential Complaint Channel (Canal de Denuncias): A named point of contact (persona de confianza or comisión instructora) to whom complaints may be reported — with guaranteed confidentiality and protection against retaliation. Multiple reporting channels should be available (written, electronic, verbal to a designated person). The channel must be accessible to all workers, including remote and part-time workers.

Investigation Procedure: The step-by-step investigation process — timeline (typically 15 to 30 days maximum); appointment of an impartial instructing committee (comisión instructora); rights of the complainant and accused to be heard and accompanied; evidence gathering; interim protective measures (separation of parties, schedule changes); confidential report; and conclusions.

Resolution and Sanctions: If harassment is confirmed — immediate disciplinary action under Article 54.2(g) ET, which classifies sexual harassment as a cause for disciplinary dismissal (despido disciplinario); referral to criminal authorities where appropriate under Ley Orgánica 10/2022. Measures to support and protect the victim.

Anti-Retaliation Protection: An express prohibition on any adverse treatment of a person who reports harassment in good faith — retaliation constitutes an independent infraction under the LOI and LISOS. Forms-legal.com provides this Sexual Harassment Protocol Spain template as a practical framework. Every protocol must be negotiated with workers' representatives and registered as part of the equality plan through REGCON where applicable.

Under Spanish gender equality and employment law, Ley Orgánica 3/2007 (LOI) mandates employer action against sexual harassment. Ley 15/2022 reinforces anti-discrimination protections. Real Decreto 901/2020 governs equality plans. The ITSS enforces compliance. The LISOS establishes sanctions. The Juzgados de lo Social hear harassment claims under LRJS Articles 177 to 183.

Additional compliance elements for a Sexual Harassment Protocol Spain (Protocolo de Acoso Sexual) used in Spain include: Under the Estatuto de los Trabajadores (ET) RDL 2/2015, Spanish employment law governs contracts, dismissals, and working conditions. The Tesorería General de la Seguridad Social (TGSS) administers social security contributions. The Servicio Público de Empleo Estatal (SEPE) manages unemployment benefits. The Inspección de Trabajo y Seguridad Social enforces labour compliance. The Juzgados de lo Social hear employment disputes under the Ley Reguladora de la Jurisdicción Social (Ley 36/2011). Forms-legal.com provides this template as a starting point for Spain-compliant documentation.