Companies will have to review their harassment protocols, establish internal reporting channels and negotiate action plans

Companies will have to review their harassment protocols, establish internal reporting channels and negotiate action plans
Organic Act 10/2022, of September 6, on the comprehensive guarantee of sexual freedom, came into force on October 7. It seeks the adoption and implementation of effective, global and coordinated policies to ensure awareness, prevention and detection, as well as the sanctioning and comprehensive protection against all forms of sexual violence.
Regarding its impact in the workplace, the Act imposes significant obligations on companies while encouraging them to review and update other existing measures. In particular:
Based on ESG principles, Organic Act 10/2022 focuses on (i) the respect, protection and guarantee of human and fundamental rights; (ii) due diligence; and (iii) gender perspective and prohibition of discrimination.
More specifically, in line with the above obligations, this new Act provides for the following prevention and awareness measures, including the following corporate duties:
Likewise, Organic Act 10/2022 (i) extends the rights of workers considered victims of sexual violence and places them on an equal footing with victims of gender-based violence for the purposes, among others, of reducing or adapting working hours, geographic mobility, and interpreting absences or lack of punctuality; and (ii) provides for a 100% reduction in employers’ social security contributions for common contingencies for companies that hire unemployed persons under temporary contracts to replace workers who are victims of sexual violence.
In conclusion, the new Organic Act on sexual freedom requires companies to review their existing measures and opens the door to implementing new equality policies to build more sustainable organizations.
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