{"id":16387,"date":"2026-05-08T12:35:23","date_gmt":"2026-05-08T10:35:23","guid":{"rendered":"https:\/\/woffu.com\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/"},"modified":"2026-05-25T23:28:03","modified_gmt":"2026-05-25T21:28:03","slug":"els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball","status":"publish","type":"post","link":"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/","title":{"rendered":"Els 5 errors del pla d&#8217;igualtat que m\u00e9s sanciona la Inspecci\u00f3 de Treball"},"content":{"rendered":"<p data-start=\"751\" data-end=\"953\">La ITSS ha situat els plans d&#8217;igualtat entre les seves prioritats per a 2025-2027. Si la vostra empresa t\u00e9 50 o m\u00e9s persones, aquests s\u00f3n els errors m\u00e9s habituals i com evitar sancions de fins a 225.018 \u20ac. <\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<div class=\"ez-toc-title\" style=\"cursor:inherit\">Taula de continguts<\/div>\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#El_pla_digualtat_ja_no_es_%E2%80%9Cpaper_mullat%E2%80%9D_la_ITSS_lesta_mirant_amb_lupa\" >El pla d&#8217;igualtat ja no \u00e9s &#8220;paper mullat&#8221;: la ITSS l&#8217;est\u00e0 mirant amb lupa<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#Quines_empreses_estan_obligades_a_tenir_un_pla_digualtat\" >Quines empreses estan obligades a tenir un pla d&#8217;igualtat?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#Que_revisa_la_Inspeccio_de_Treball_en_un_pla_digualtat\" >Qu\u00e8 revisa la Inspecci\u00f3 de Treball en un pla d&#8217;igualtat<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#Els_5_errors_del_pla_digualtat_que_mes_sanciona_la_ITSS\" >Els 5 errors del pla d&#8217;igualtat que m\u00e9s sanciona la ITSS<\/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:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#No_tenir_pla_digualtat_estant_obligada\" >No tenir pla d&#8217;igualtat estant obligada<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#Tenir_el_pla_pero_no_registrar-lo_en_REGCON\" >Tenir el pla, per\u00f2 no registrar-lo en REGCON<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#Fer_un_diagnostic_%E2%80%9Ccosmetic%E2%80%9D\" >Fer un diagn\u00f2stic &#8220;cosm\u00e8tic&#8221;<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#No_tenir_registre_retributiu_ni_auditoria_salarial_actualitzada\" >No tenir registre retributiu ni auditoria salarial actualitzada<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#Tenir_el_pla_guardat_en_un_calaix\" >Tenir el pla guardat en un calaix<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#La_Inspeccio_de_Treball_sera_cada_vegada_mes_digital\" >La Inspecci\u00f3 de Treball ser\u00e0 cada vegada m\u00e9s digital<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#Que_revisar_aquesta_setmana_per_evitar_problemes\" >Qu\u00e8 revisar aquesta setmana per evitar problemes<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/woffu.com\/ca\/blog\/normativa\/els-5-errors-del-pla-digualtat-que-mes-sanciona-la-inspeccio-de-treball\/#Complir_ja_no_es_nomes_evitar_sancions\" >Complir ja no \u00e9s nom\u00e9s evitar sancions<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"p1\"><span class=\"ez-toc-section\" id=\"El_pla_digualtat_ja_no_es_%E2%80%9Cpaper_mullat%E2%80%9D_la_ITSS_lesta_mirant_amb_lupa\"><\/span><b>El pla d&#8217;igualtat ja no \u00e9s &#8220;paper mullat&#8221;: la ITSS l&#8217;est\u00e0 mirant amb lupa<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"p2\">Si treballeu en RH, probablement el pla d&#8217;igualtat hagi estat durant anys en aquella llista de tasques importants que mai acaben de ser urgents. El problema \u00e9s que ara s\u00ed que ho s\u00f3n.  <\/p>\n<p class=\"p2\">El <a href=\"https:\/\/www.boe.es\/boe\/dias\/2025\/09\/12\/pdfs\/BOE-A-2025-18078.pdf?utm_source=chatgpt.com\">Pla Estrat\u00e8gic de la Inspecci\u00f3 de Treball i Seguretat Social 2025-2027<\/a>, publicat en el BOE el 12 de setembre de 2025, inclou entre les seves l\u00ednies d&#8217;actuaci\u00f3 la verificaci\u00f3 del compliment per part de les empreses obligades a elaborar i aplicar un pla d&#8217;igualtat. A m\u00e9s, refor\u00e7a el control en mat\u00e8ria d&#8217;igualtat de tracte, discriminaci\u00f3 per ra\u00f3 de sexe, igualtat retributiva i conciliaci\u00f3. <\/p>\n<p class=\"p2\">I aqu\u00ed est\u00e0 el punt important: la Inspecci\u00f3 no mira nom\u00e9s si el document existeix. Tamb\u00e9 pot revisar si el pla est\u00e0 negociat, registrat, aplicat i viu en el dia a dia. <\/p>\n<p class=\"p2\">En moltes empreses, el problema no \u00e9s la manca d&#8217;intenci\u00f3. El problema \u00e9s que el pla acaba desconnectat de la gesti\u00f3 real de persones. Es redacta, es registra i s&#8217;arxiva, per\u00f2 no sempre s&#8217;integra en els processos interns, en els indicadors o en la presa de decisions.  <\/p>\n<p class=\"p2\">A Woffu portem mesos revisant i actualitzant el nostre propi pla d&#8217;igualtat, registrat en REGCON i negociat amb la representaci\u00f3 legal de les persones treballadores. I precisament per aix\u00f2 hem vist de prop una realitat for\u00e7a clara: tenir el pla no \u00e9s suficient. Cal poder demostrar que s&#8217;aplica.  <\/p>\n<p>&nbsp;<\/p>\n<h2 class=\"p2\"><span class=\"ez-toc-section\" id=\"Quines_empreses_estan_obligades_a_tenir_un_pla_digualtat\"><\/span><b>Quines empreses estan obligades a tenir un pla d&#8217;igualtat?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"p2\">Abans d&#8217;entrar en els errors, conv\u00e9 recordar la base.<\/p>\n<p class=\"p2\">Estan obligades a tenir pla d&#8217;igualtat les empreses amb 50 o m\u00e9s persones treballadores, les empreses el conveni col\u00b7lectiu de les quals ho exigeixi i aquelles a les quals l&#8217;autoritat laboral ho imposi com a substituci\u00f3 d&#8217;una sanci\u00f3.<\/p>\n<p class=\"p2\">El marc normatiu principal est\u00e0 format per la Llei Org\u00e0nica 3\/2007, el Reial decret llei 6\/2019, <a href=\"https:\/\/www.boe.es\/buscar\/doc.php?id=BOE-A-2020-12214\">el Reial decret 901\/2020<\/a> i <a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2020-12215\">el Reial decret 902\/2020<\/a>. El Reial decret 901\/2020 regula, entre altres q\u00fcestions, la inscripci\u00f3 obligat\u00f2ria dels plans d&#8217;igualtat en registre p\u00fablic. <\/p>\n<p class=\"p2\">I aqu\u00ed ve el mat\u00eds que moltes empreses passen per alt: no n&#8217;hi ha prou amb tenir un document. El pla ha d&#8217;estar negociat, registrat, aplicat i revisat. <\/p>\n<p>&nbsp;<\/p>\n<h2 data-section-id=\"2xsj3z\" data-start=\"3116\" data-end=\"3177\"><span class=\"ez-toc-section\" id=\"Que_revisa_la_Inspeccio_de_Treball_en_un_pla_digualtat\"><\/span>Qu\u00e8 revisa la Inspecci\u00f3 de Treball en un pla d&#8217;igualtat<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"3179\" data-end=\"3257\">A la pr\u00e0ctica, la Inspecci\u00f3 de Treball pot fixar-se en diversos punts clau:<\/p>\n<ul data-start=\"3259\" data-end=\"3545\">\n<li data-section-id=\"n3015j\" data-start=\"3259\" data-end=\"3317\">que l&#8217;empresa tingui pla d&#8217;igualtat si hi est\u00e0 obligada<\/li>\n<li data-section-id=\"hpr9s7\" data-start=\"3318\" data-end=\"3359\">que el pla estigui registrat en REGCON<\/li>\n<li data-section-id=\"hz9wrp\" data-start=\"3360\" data-end=\"3415\">que existeixi un diagn\u00f2stic previ real i documentat<\/li>\n<li data-section-id=\"ogt8rk\" data-start=\"3416\" data-end=\"3491\">que hi hagi registre retributiu i, quan correspongui, auditoria salarial<\/li>\n<li data-section-id=\"fk97cm\" data-start=\"3492\" data-end=\"3545\">que existeixi seguiment i evid\u00e8ncies d&#8217;aplicaci\u00f3<\/li>\n<\/ul>\n<p data-start=\"3547\" data-end=\"3683\">Aquest bloc \u00e9s important perqu\u00e8 resumeix el canvi de mentalitat: ja no parlem nom\u00e9s de &#8220;tenir papers&#8221;. Parlem de tenir tra\u00e7abilitat. <\/p>\n<h2 data-section-id=\"1idpq4e\" data-start=\"3690\" data-end=\"3752\"><span class=\"ez-toc-section\" id=\"Els_5_errors_del_pla_digualtat_que_mes_sanciona_la_ITSS\"><\/span>Els 5 errors del pla d&#8217;igualtat que m\u00e9s sanciona la ITSS<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3 class=\"p1\"><span class=\"ez-toc-section\" id=\"No_tenir_pla_digualtat_estant_obligada\"><\/span><b>No tenir pla d&#8217;igualtat estant obligada<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p class=\"p1\">Sembla evident, per\u00f2 continua sent un dels incompliments m\u00e9s habituals.<\/p>\n<p class=\"p1\">Moltes empreses superen el llindar de 50 persones treballadores i continuen funcionant sense pla d&#8217;igualtat, o amb un pla caducat que ja no respon a la realitat de l&#8217;organitzaci\u00f3.<\/p>\n<p class=\"p1\">La <a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2000-15060\">LISOS<\/a> considera infracci\u00f3 molt greu no elaborar o no aplicar el pla d&#8217;igualtat, o fer-ho incomplint manifestament els termes previstos, quan existeixi obligaci\u00f3. Les infraccions molt greus poden sancionar-se amb multes de 7.501 \u20ac a 225.018 \u20ac. <\/p>\n<p class=\"p1\">A m\u00e9s, poden existir sancions access\u00f2ries com la p\u00e8rdua d&#8217;ajudes, bonificacions o beneficis derivats de programes d&#8217;ocupaci\u00f3, aix\u00ed com l&#8217;exclusi\u00f3 de l&#8217;acc\u00e9s a aquests beneficis durant un per\u00edode determinat.<\/p>\n<h3 data-section-id=\"fv8h84\" data-start=\"4618\" data-end=\"4666\"><span class=\"ez-toc-section\" id=\"Tenir_el_pla_pero_no_registrar-lo_en_REGCON\"><\/span>Tenir el pla, per\u00f2 no registrar-lo en REGCON<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p class=\"p1\">Un altre error molt freq\u00fcent \u00e9s negociar el pla, signar-lo i deixar-lo guardat internament, sense inscriure&#8217;l en REGCON o en el registre auton\u00f2mic corresponent.<\/p>\n<p class=\"p1\">A efectes pr\u00e0ctics, aix\u00f2 pot convertir-se en un problema seri\u00f3s. El Reial decret 901\/2020 estableix que els plans d&#8217;igualtat s\u00f3n objecte d&#8217;inscripci\u00f3 obligat\u00f2ria en registre p\u00fablic, qualsevol que sigui el seu origen o naturalesa. <\/p>\n<p class=\"p1\">Per aix\u00f2, si la vostra empresa ja t\u00e9 pla, la pregunta no \u00e9s nom\u00e9s &#8220;el tenim?&#8221;. La pregunta correcta \u00e9s: &#8220;est\u00e0 registrat i vigent?&#8221;. <\/p>\n<h3 data-section-id=\"12duwrj\" data-start=\"5231\" data-end=\"5267\"><span class=\"ez-toc-section\" id=\"Fer_un_diagnostic_%E2%80%9Ccosmetic%E2%80%9D\"><\/span>Fer un diagn\u00f2stic &#8220;cosm\u00e8tic&#8221;<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"5269\" data-end=\"5362\">El diagn\u00f2stic previ \u00e9s la base del pla. Si est\u00e0 mal fet, tot la resta queda en l&#8217;aire. <\/p>\n<p data-start=\"5364\" data-end=\"5592\">Un diagn\u00f2stic seri\u00f3s ha d&#8217;analitzar aspectes com selecci\u00f3 i contractaci\u00f3, classificaci\u00f3 professional, formaci\u00f3, promoci\u00f3, condicions de treball, conciliaci\u00f3, infrarepresentaci\u00f3 femenina, retribuci\u00f3 i prevenci\u00f3 de l&#8217;assetjament.<\/p>\n<p data-start=\"5594\" data-end=\"5826\">L&#8217;error apareix quan el diagn\u00f2stic es converteix en un tr\u00e0mit: poques p\u00e0gines, dades incompletes, abs\u00e8ncia d&#8217;informaci\u00f3 desagregada per sexe o manca de participaci\u00f3 real de la representaci\u00f3 legal de les persones treballadores.<\/p>\n<p data-start=\"5828\" data-end=\"5961\">La Inspecci\u00f3 detecta r\u00e0pidament aquest tipus de plans perqu\u00e8 solen tenir un patr\u00f3 com\u00fa: moltes bones intencions, per\u00f2 poca evid\u00e8ncia.<\/p>\n<h3 data-section-id=\"u9o3zg\" data-start=\"5963\" data-end=\"6030\"><span class=\"ez-toc-section\" id=\"No_tenir_registre_retributiu_ni_auditoria_salarial_actualitzada\"><\/span>No tenir registre retributiu ni auditoria salarial actualitzada<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p class=\"p1\">Aquest punt \u00e9s especialment sensible perqu\u00e8 connecta directament amb la igualtat retributiva.<\/p>\n<p class=\"p1\">El registre retributiu \u00e9s obligatori per a totes les empreses. L&#8217;auditoria retributiva, a m\u00e9s, \u00e9s obligat\u00f2ria per a les empreses que tenen pla d&#8217;igualtat. <\/p>\n<p class=\"p1\">El Pla Estrat\u00e8gic 2025-2027 tamb\u00e9 posa el focus en la igualtat de remuneraci\u00f3 i en l&#8217;\u00fas d&#8217;eines digitals, tractament massiu de dades i regles algor\u00edtmiques per refor\u00e7ar actuacions de control.<\/p>\n<p class=\"p1\">Dit de forma senzilla: si les dades no quadren, cada vegada ser\u00e0 m\u00e9s f\u00e0cil detectar-ho.<\/p>\n<h3 data-section-id=\"13lw3cu\" data-start=\"6623\" data-end=\"6661\"><span class=\"ez-toc-section\" id=\"Tenir_el_pla_guardat_en_un_calaix\"><\/span>Tenir el pla guardat en un calaix<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p data-start=\"6663\" data-end=\"6695\">Aquest \u00e9s l&#8217;error m\u00e9s silenci\u00f3s.<\/p>\n<p data-start=\"6697\" data-end=\"6914\">L&#8217;empresa t\u00e9 pla. Est\u00e0 registrat. Sembla que tot est\u00e0 en ordre. Per\u00f2 no hi ha comissi\u00f3 de seguiment activa, no hi ha actes, no es revisen indicadors i ning\u00fa pot demostrar quines mesures s&#8217;han aplicat realment.   <\/p>\n<p data-start=\"6916\" data-end=\"7092\">Des del punt de vista de compliment, aix\u00f2 \u00e9s molt feble. Perqu\u00e8 un pla d&#8217;igualtat no \u00e9s un document est\u00e0tic. \u00c9s una eina que ha de tenir vida dins de l&#8217;empresa.  <\/p>\n<p data-start=\"7094\" data-end=\"7226\">Si no hi ha seguiment, el pla perd for\u00e7a. I si no hi ha evid\u00e8ncies, defensar-lo davant d&#8217;una inspecci\u00f3 es torna molt m\u00e9s complicat. <\/p>\n<h2 data-section-id=\"1ajptar\" data-start=\"7233\" data-end=\"7286\"><span class=\"ez-toc-section\" id=\"La_Inspeccio_de_Treball_sera_cada_vegada_mes_digital\"><\/span>La Inspecci\u00f3 de Treball ser\u00e0 cada vegada m\u00e9s digital<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"p1\">Un dels grans canvis del Pla Estrat\u00e8gic 2025-2027 no \u00e9s nom\u00e9s qu\u00e8 s&#8217;inspecciona, sin\u00f3 com.<\/p>\n<p class=\"p1\">La ITSS preveu refor\u00e7ar l&#8217;encreuament massiu de dades, crear regles algor\u00edtmiques per al control del frau i organitzar unitats de tractament massiu de dades.<\/p>\n<p class=\"p1\">Aix\u00f2 significa que moltes empreses no arribaran a una inspecci\u00f3 perqu\u00e8 alg\u00fa hagi trucat a la porta a l&#8217;atzar. Arribaran perqu\u00e8 les dades no encaixen. <\/p>\n<p class=\"p1\">Si una empresa hauria de tenir pla d&#8217;igualtat i no figura registrat, o si existeixen incoher\u00e8ncies entre retribucions, cotitzacions, categories o auditories, el risc de revisi\u00f3 augmenta.<\/p>\n<p class=\"p1\">A la pr\u00e0ctica, ja no competiu contra &#8220;el que fan altres empreses&#8221;. Competiu contra un sistema cada vegada m\u00e9s preparat per detectar incoher\u00e8ncies. <\/p>\n<h2 data-section-id=\"sqytgw\" data-start=\"8078\" data-end=\"8126\"><span class=\"ez-toc-section\" id=\"Que_revisar_aquesta_setmana_per_evitar_problemes\"><\/span>Qu\u00e8 revisar aquesta setmana per evitar problemes<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p data-start=\"8128\" data-end=\"8249\">Abans d&#8217;esperar a la propera reorganitzaci\u00f3 interna, hi ha 5 comprovacions b\u00e0siques que val la pena fer com m\u00e9s aviat millor:<\/p>\n<ul data-start=\"8251\" data-end=\"8600\">\n<li data-section-id=\"1kuwa0b\" data-start=\"8251\" data-end=\"8317\">confirmar si la vostra empresa est\u00e0 obligada a tenir pla d&#8217;igualtat<\/li>\n<li data-section-id=\"qht9la\" data-start=\"8318\" data-end=\"8385\">verificar que el pla est\u00e0 registrat en REGCON i continua vigent<\/li>\n<li data-section-id=\"1rbd2no\" data-start=\"8386\" data-end=\"8452\">revisar que el diagn\u00f2stic est\u00e0 actualitzat i ben documentat<\/li>\n<li data-section-id=\"xrt8ik\" data-start=\"8453\" data-end=\"8531\">comprovar que el registre retributiu i l&#8217;auditoria salarial estan al dia<\/li>\n<li data-section-id=\"1qhy2ec\" data-start=\"8532\" data-end=\"8600\">convocar la comissi\u00f3 de seguiment i deixar const\u00e0ncia en acta<\/li>\n<\/ul>\n<p data-start=\"8602\" data-end=\"8725\">Moltes vegades el problema no \u00e9s que l&#8217;empresa no hagi treballat el pla. El problema \u00e9s no poder demostrar-ho correctament. <\/p>\n<h2 data-section-id=\"1p6szh1\" data-start=\"8732\" data-end=\"8773\"><span class=\"ez-toc-section\" id=\"Complir_ja_no_es_nomes_evitar_sancions\"><\/span>Complir ja no \u00e9s nom\u00e9s evitar sancions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p class=\"p1\">El pla d&#8217;igualtat ha deixat de ser un tr\u00e0mit que es prepara &#8220;per si de cas&#8221;. Avui \u00e9s un senyal de maduresa organitzativa, de cultura interna i de capacitat de gesti\u00f3. <\/p>\n<p class=\"p1\">Les empreses que arriben tard a aquesta conversa s&#8217;exposen a sancions, p\u00e8rdua de bonificacions i problemes reputacionals. Les que arriben a temps descobreixen alguna cosa for\u00e7a m\u00e9s interessant: que un bon pla d&#8217;igualtat tamb\u00e9 ajuda a ordenar processos, generar confian\u00e7a i millorar la forma de gestionar persones. <\/p>\n<p class=\"p1\">A <a href=\"https:\/\/woffu.com\/ca\/demo\/?utm_source=inbound-paid&#038;utm_medium=paid-search&#038;utm_campaign=MarcaConversiones\">Woffu<\/a> ho sabem perqu\u00e8 hem passat pel mateix proc\u00e9s. Comptem amb un pla d&#8217;igualtat registrat en REGCON, negociat amb la representaci\u00f3 legal de les persones treballadores i aplicat en el dia a dia de l&#8217;organitzaci\u00f3. <\/p>\n<p class=\"p1\">I precisament per haver-ho viscut des de dins, sabem el que costa fer-ho b\u00e9 i la import\u00e0ncia que t\u00e9 no deixar-ho per m\u00e9s endavant.<\/p>\n<p class=\"p1\">Per a qui necessiti aprofundir m\u00e9s, l&#8217;<a href=\"https:\/\/www.inmujeres.gob.es\/actualidad\/noticias\/2021\/Enero\/GuiaPlanesdeIgualdad.htm?utm_source=chatgpt.com\">Institut de les Dones<\/a> disposa d&#8217;una guia oficial per a l&#8217;elaboraci\u00f3 de plans d&#8217;igualtat a les empreses que pot servir com a punt de partida.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Com les empreses poden aplicar la jornada flexible complint la llei? Descobreix tipus, requisits legals i com digitalitzar el registre per evitar multes. <\/p>\n","protected":false},"author":25,"featured_media":16386,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[151],"tags":[],"class_list":["post-16387","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-normativa"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Pla d&#039;igualtat: 5 errors que sanciona la Inspecci\u00f3<\/title>\n<meta name=\"description\" content=\"Errors freq\u00fcents en plans d&#039;igualtat que detecta la Inspecci\u00f3 de Treball i sancions de fins a 225.018 \u20ac.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link 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