{"id":88371,"date":"2025-05-21T12:42:25","date_gmt":"2025-05-21T10:42:25","guid":{"rendered":"https:\/\/lladogrup.com\/?p=88371"},"modified":"2025-05-21T17:38:27","modified_gmt":"2025-05-21T15:38:27","slug":"obligatorio-el-protocolo-frente-acoso-laboral","status":"publish","type":"post","link":"https:\/\/lladogrup.com\/es\/obligatorio-el-protocolo-frente-acoso-laboral\/","title":{"rendered":"\u00bfEs obligatorio el Protocolo frente al Acoso Laboral?"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row css=\u00bb.vc_custom_1631109896967{padding-bottom: 20px !important;}\u00bb][vc_column][vc_column_text css=\u00bb\u00bb]<\/p>\n<p style=\"text-align: justify;\"><b>En Espa\u00f1a es obligatorio que las empresas cuenten con un protocolo frente al acoso laboral.\u00a0<\/b><\/p>\n<p style=\"text-align: justify;\"><b>Esta obligaci\u00f3n se deriva principalmente de deber de protecci\u00f3n establecido en el Estatuto de los Trabajadores en la redacci\u00f3n dada en la<\/b><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2007-6115\" target=\"_blank\" rel=\"noopener\"><b> Ley Org\u00e1nica 3\/2007, de 22 de marzo,<\/b><\/a><b> en la Ley de Prevenci\u00f3n de Riesgos Laborales, asimismo en Directivas europeas y se ha reforzado con criterios t\u00e9cnicos de la Inspecci\u00f3n de Trabajo.<\/b><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Pero \u00bfen qu\u00e9 consiste este protocolo de actuaci\u00f3n? \u00bfEs realmente obligatorio para todas las empresas?\u00a0<\/span><\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row css=\u00bb.vc_custom_1631109896967{padding-bottom: 20px !important;}\u00bb][vc_column][vc_btn title=\u00bbProtocolo frente Acoso Laboral\u00bb color=\u00bbdanger\u00bb size=\u00bblg\u00bb align=\u00bbcenter\u00bb i_icon_fontawesome=\u00bbfa fa-solid fa-computer-mouse\u00bb css=\u00bb.vc_custom_1747838645553{margin-bottom: 40px !important;}\u00bb add_icon=\u00bbtrue\u00bb link=\u00bburl:https%3A%2F%2Flladogrup.com%2Fes%2Fmicrosites%2Fprotocolo-contra-el-acoso-sexual%2F|target:_blank\u00bb][\/vc_column][\/vc_row][vc_row css=\u00bb.vc_custom_1631109361052{padding-bottom: 20px !important;}\u00bb][vc_column]<div id=\"ultimate-heading-383469e82783e0c7a\" class=\"uvc-heading ult-adjust-bottom-margin ultimate-heading-383469e82783e0c7a uvc-3287 \" data-hspacer=\"no_spacer\"  data-halign=\"left\" style=\"text-align:left\"><div class=\"uvc-heading-spacer no_spacer\" style=\"top\"><\/div><div class=\"uvc-main-heading ult-responsive\"  data-ultimate-target='.uvc-heading.ultimate-heading-383469e82783e0c7a h2'  data-responsive-json-new='{\"font-size\":\"desktop:24px;\",\"line-height\":\"\"}' ><h2 style=\"font-weight:bold;color:#fe5d3a;margin-bottom:20px;\">\u00bfEs obligatorio para mi empresa el Protocolo de Acoso Laboral?<\/h2><\/div><\/div>[vc_column_text css=\u00bb\u00bb]<\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Las personas trabajadoras tienen <\/span><b>derecho al respeto de su intimidad<\/b><span style=\"font-weight: 400;\"> y a la <\/span><b>consideraci\u00f3n debida a su dignidad<\/b><span style=\"font-weight: 400;\">, a <\/span><b>no ser discriminadas<\/b><span style=\"font-weight: 400;\">, a <\/span><b>no tener un trato desfavorable<\/b><span style=\"font-weight: 400;\">, comprendida la <\/span><b>protecci\u00f3n frente al acoso por raz\u00f3n de origen racial o \u00e9tnico<\/b><span style=\"font-weight: 400;\">, <\/span><b>religi\u00f3n o convicciones<\/b><span style=\"font-weight: 400;\">,<\/span><b> discapacidad<\/b><span style=\"font-weight: 400;\">, <\/span><b>edad u orientaci\u00f3n sexual<\/b><span style=\"font-weight: 400;\">, y frente al <\/span><b>acoso sexual <\/b><span style=\"font-weight: 400;\">y al <\/span><b>acoso por raz\u00f3n de sexo<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Ser\u00e1 objeto de <\/span><b>sanci\u00f3n la vulneraci\u00f3n<\/b><span style=\"font-weight: 400;\"> de dichos derechos cuando se produzcan dentro del \u00e1mbito a que alcanzan las facultades de direcci\u00f3n empresarial, cualquiera que sea el sujeto activo del mismo, siempre que, conocido por el empresario, \u00e9ste no hubiera adoptado las medidas necesarias para impedirlo.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Es obligado, por tanto, arbitrar <\/span><b>procedimientos espec\u00edficos para su prevenci\u00f3n<\/b><span style=\"font-weight: 400;\"> y para dar cauce a las denuncias o reclamaciones que puedan formularse. Esto implica la necesidad de un protocolo.<\/span><\/p>\n<ul>\n<li style=\"list-style-type: none;\"><\/li>\n<\/ul>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column width=\u00bb2\/3&#8243;][vc_single_image image=\u00bb88380&#8243; img_size=\u00bbfull\u00bb css=\u00bb\u00bb][\/vc_column][vc_column width=\u00bb1\/3&#8243;]<div id=\"ultimate-heading-407269e82783e0d24\" class=\"uvc-heading ult-adjust-bottom-margin ultimate-heading-407269e82783e0d24 uvc-7903  uvc-heading-default-font-sizes\" data-hspacer=\"no_spacer\"  data-halign=\"center\" style=\"text-align:center\"><div class=\"uvc-heading-spacer no_spacer\" style=\"top\"><\/div><div class=\"uvc-main-heading ult-responsive\"  data-ultimate-target='.uvc-heading.ultimate-heading-407269e82783e0d24 h3'  data-responsive-json-new='{\"font-size\":\"\",\"line-height\":\"\"}' ><h3 style=\"font-weight:bold;color:#fe5d3a;\">Subscr\u00edbete a nuestra newsletter<\/h3><\/div><\/div>\n<div class=\"wpcf7 no-js\" id=\"wpcf7-f87567-o1\" 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\/>\n<\/fieldset>\n<p><label> El nombre*<br \/>\n<span class=\"wpcf7-form-control-wrap\" data-name=\"your-name\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" value=\"Escribe tu nombre\" type=\"text\" name=\"your-name\" \/><\/span> <\/label>\n<\/p>\n<p><label> El correo electr\u00f3nico*<br \/>\n<span class=\"wpcf7-form-control-wrap\" data-name=\"your-email\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-email wpcf7-validates-as-required wpcf7-text wpcf7-validates-as-email\" aria-required=\"true\" aria-invalid=\"false\" value=\"Tu correo\" type=\"email\" name=\"your-email\" \/><\/span> <\/label>\n<\/p>\n<p><span class=\"wpcf7-form-control-wrap\" data-name=\"acceptance-133\"><span class=\"wpcf7-form-control wpcf7-acceptance\"><span class=\"wpcf7-list-item\"><input type=\"checkbox\" name=\"acceptance-133\" value=\"1\" aria-invalid=\"false\" \/><\/span><\/span><\/span> Acepto la <a href=\"https:\/\/lladogrup.com\/es\/politica-de-privacidad\/\">Pol\u00edtica de Privacidad<\/a>\n<\/p>\n<p><span class=\"wpcf7-form-control-wrap\" data-name=\"acceptance-476\"><span class=\"wpcf7-form-control wpcf7-acceptance optional\"><span class=\"wpcf7-list-item\"><input type=\"checkbox\" name=\"acceptance-476\" value=\"1\" aria-invalid=\"false\" \/><\/span><\/span><\/span> Acepto recibir comunicaciones informativas y promocionales de Llad\u00f3 Grup Consultor.\n<\/p>\n<p><span style=\"margin-top: 10px;\"><\/span>\n<\/p>\n<p><span style=\"margin-bottom: 10px;\"><\/span>\n<\/p>\n<p><input class=\"wpcf7-form-control wpcf7-submit has-spinner\" type=\"submit\" value=\"Enviar\" \/>\n<\/p><p style=\"display: none !important;\" class=\"akismet-fields-container\" data-prefix=\"_wpcf7_ak_\"><label>&#916;<textarea name=\"_wpcf7_ak_hp_textarea\" cols=\"45\" rows=\"8\" maxlength=\"100\"><\/textarea><\/label><input type=\"hidden\" id=\"ak_js_1\" name=\"_wpcf7_ak_js\" value=\"120\"\/><script>document.getElementById( \"ak_js_1\" ).setAttribute( \"value\", ( new Date() ).getTime() );<\/script><\/p><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n[\/vc_column][\/vc_row][vc_row css=\u00bb.vc_custom_1631109361052{padding-bottom: 20px !important;}\u00bb][vc_column]<div id=\"ultimate-heading-85969e82783e8702\" class=\"uvc-heading ult-adjust-bottom-margin ultimate-heading-85969e82783e8702 uvc-3470 \" data-hspacer=\"no_spacer\"  data-halign=\"left\" style=\"text-align:left\"><div class=\"uvc-heading-spacer no_spacer\" style=\"top\"><\/div><div class=\"uvc-main-heading ult-responsive\"  data-ultimate-target='.uvc-heading.ultimate-heading-85969e82783e8702 h2'  data-responsive-json-new='{\"font-size\":\"desktop:24px;\",\"line-height\":\"\"}' ><h2 style=\"font-weight:bold;color:#fe5d3a;margin-bottom:20px;\">\u00bfQu\u00e9 empresas est\u00e1n obligadas a implantar un Protocolo de Acoso Laboral?<\/h2><\/div><\/div>[vc_column_text css=\u00bb\u00bb]<\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Todas las <\/span><b>empresas est\u00e1n obligadas a implantar el Protocolo de Acoso Laboral<\/b><span style=\"font-weight: 400;\">, independientemente de su tama\u00f1o o sector de actividad. No hay una excepci\u00f3n por n\u00famero de trabajadores.<\/span><\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row css=\u00bb.vc_custom_1631109361052{padding-bottom: 20px !important;}\u00bb][vc_column]<div id=\"ultimate-heading-295069e82783e878e\" class=\"uvc-heading ult-adjust-bottom-margin ultimate-heading-295069e82783e878e uvc-9304 \" data-hspacer=\"no_spacer\"  data-halign=\"left\" style=\"text-align:left\"><div class=\"uvc-heading-spacer no_spacer\" style=\"top\"><\/div><div class=\"uvc-main-heading ult-responsive\"  data-ultimate-target='.uvc-heading.ultimate-heading-295069e82783e878e h2'  data-responsive-json-new='{\"font-size\":\"desktop:24px;\",\"line-height\":\"\"}' ><h2 style=\"font-weight:bold;color:#fe5d3a;margin-bottom:20px;\">Contenido en una empresa del Protocolo de Acoso Laboral<\/h2><\/div><\/div>[vc_column_text css=\u00bb\u00bb]<\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Aunque la ley no nos detalla exhaustivamente el contenido espec\u00edfico que debe contener un Protocolo de Acoso Laboral. S\u00ed que podemos aconsejar que generalmente debe incluir:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><b>Declaraci\u00f3n de principios<\/b><span style=\"font-weight: 400;\">: Una manifestaci\u00f3n clara del compromiso de la empresa contra el acoso y de su pol\u00edtica de tolerancia cero.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><b>Definiciones claras<\/b><span style=\"font-weight: 400;\">: Explicaci\u00f3n de qu\u00e9 se considera acoso sexual y acoso por raz\u00f3n de sexo.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><b>Procedimiento de actuaci\u00f3n<\/b><span style=\"font-weight: 400;\">: Un mecanismo claro y confidencial para que las personas que se sientan acosadas puedan presentar una denuncia o queja.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><b>Fases de la investigaci\u00f3n<\/b><span style=\"font-weight: 400;\">: Descripci\u00f3n de c\u00f3mo se llevar\u00e1 a cabo la investigaci\u00f3n de las denuncias, garantizando la objetividad y los derechos de todas las partes implicadas.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><b>Medidas cautelares y correctoras<\/b><span style=\"font-weight: 400;\">: Posibles acciones que la empresa puede tomar durante la investigaci\u00f3n y las sanciones que se pueden imponer en caso de confirmarse el acoso.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><b>Garant\u00edas de confidencialidad y protecci\u00f3n<\/b><span style=\"font-weight: 400;\">: Medidas para proteger a la v\u00edctima de posibles represalias.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><b>Medidas de prevenci\u00f3n<\/b><span style=\"font-weight: 400;\">: Acciones que la empresa implementa para sensibilizar y prevenir situaciones de acoso.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><b>Designaci\u00f3n de responsables<\/b><span style=\"font-weight: 400;\">: Identificaci\u00f3n de las personas o departamentos encargados de gestionar el protocolo.<\/span><\/li>\n<\/ul>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=\u00bbstretch_row\u00bb bg_type=\u00bbimage\u00bb bg_override=\u00bbfull\u00bb css=\u00bb.vc_custom_1704903641721{margin-bottom: 30px !important;background-color: #fff2ed !important;}\u00bb][vc_column][vc_row_inner css=\u00bb.vc_custom_1704899436080{margin-bottom: 30px !important;}\u00bb][vc_column_inner css=\u00bb.vc_custom_1704899344593{padding-right: 25px !important;padding-left: 30px !important;}\u00bb][vc_column_text css=\u00bb\u00bb]<\/p>\n<h3 class=\"form-control second-textarea\" style=\"text-align: center;\"><strong>\u00bfTienes dudas sobre el Protocolo <b>frente al Acoso Laboral<\/b>?<\/strong><\/h3>\n<p>[\/vc_column_text][vc_column_text][\/vc_column_text]\n<div class=\"wpcf7 no-js\" id=\"wpcf7-f4-o2\" lang=\"es-ES\" dir=\"ltr\" data-wpcf7-id=\"4\">\n<div class=\"screen-reader-response\"><p role=\"status\" aria-live=\"polite\" aria-atomic=\"true\"><\/p> <ul><\/ul><\/div>\n<form action=\"\/es\/wp-json\/wp\/v2\/posts\/88371#wpcf7-f4-o2\" method=\"post\" class=\"wpcf7-form init 98099fcddabd cmatic-conn cmatic-aud-0 cmatic-mapd0-0 cmatic-v0978 cmatic-sent-0 cmatic-total-529\" aria-label=\"Formulario de contacto\" novalidate=\"novalidate\" data-status=\"init\">\n<fieldset class=\"hidden-fields-container\"><input type=\"hidden\" name=\"_wpcf7\" value=\"4\" \/><input type=\"hidden\" name=\"_wpcf7_version\" value=\"6.1.5\" \/><input type=\"hidden\" name=\"_wpcf7_locale\" value=\"es_ES\" \/><input type=\"hidden\" name=\"_wpcf7_unit_tag\" value=\"wpcf7-f4-o2\" \/><input type=\"hidden\" name=\"_wpcf7_container_post\" value=\"0\" \/><input type=\"hidden\" 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href=\"https:\/\/lladogrup.com\/es\/politica-de-privacidad\/\">Pol\u00edtica de Privacidad<\/a>\n<\/p>\n<p><span class=\"wpcf7-form-control-wrap\" data-name=\"acceptance-423\"><span class=\"wpcf7-form-control wpcf7-acceptance optional\"><span class=\"wpcf7-list-item\"><input type=\"checkbox\" name=\"acceptance-423\" value=\"1\" aria-invalid=\"false\" \/><\/span><\/span><\/span> Acepto recibir informaci\u00f3n sobre las actividades, servicios y productos de Llad\u00f3 Grup Consultor.\n<\/p>\n<p><span style=\"margin-top: 10px;\"><\/span>\n<\/p>\n\n<p><span style=\"margin-bottom: 10px;\"><\/span>\n<\/p>\n<p><input class=\"wpcf7-form-control wpcf7-submit has-spinner\" type=\"submit\" value=\"Enviar\" \/>\n<\/p><p style=\"display: none !important;\" class=\"akismet-fields-container\" data-prefix=\"_wpcf7_ak_\"><label>&#916;<textarea name=\"_wpcf7_ak_hp_textarea\" cols=\"45\" rows=\"8\" maxlength=\"100\"><\/textarea><\/label><input type=\"hidden\" id=\"ak_js_2\" name=\"_wpcf7_ak_js\" value=\"146\"\/><script>document.getElementById( \"ak_js_2\" ).setAttribute( \"value\", ( new Date() ).getTime() );<\/script><\/p><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n[\/vc_column_inner][\/vc_row_inner][\/vc_column][\/vc_row][vc_row css=\u00bb.vc_custom_1631109361052{padding-bottom: 20px !important;}\u00bb][vc_column]<div id=\"ultimate-heading-582269e82783ea416\" class=\"uvc-heading ult-adjust-bottom-margin ultimate-heading-582269e82783ea416 uvc-3593 \" data-hspacer=\"no_spacer\"  data-halign=\"left\" style=\"text-align:left\"><div class=\"uvc-heading-spacer no_spacer\" style=\"top\"><\/div><div class=\"uvc-main-heading ult-responsive\"  data-ultimate-target='.uvc-heading.ultimate-heading-582269e82783ea416 h2'  data-responsive-json-new='{\"font-size\":\"desktop:24px;\",\"line-height\":\"\"}' ><h2 style=\"font-weight:bold;color:#fe5d3a;margin-bottom:20px;\">Consecuencias de no tener un Protocolo de Acoso Laboral<\/h2><\/div><\/div>[vc_column_text css=\u00bb\u00bb]<\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Que una empresa no pueda contar con un <strong>Protocolo de Acoso Laboral<\/strong>, puede conllevar diversas consecuencias negativas para la empresa, como pueden ser:<\/span><\/p>\n<ul>\n<li style=\"text-align: justify;\"><b>Sanciones administrativas: <\/b><span style=\"font-weight: 400;\">La Inspecci\u00f3n de Trabajo puede imponer sanciones econ\u00f3micas por incumplimiento de la normativa de prevenci\u00f3n de riesgos laborales y por vulneraci\u00f3n de derechos.<\/span><\/li>\n<li style=\"text-align: justify;\" aria-level=\"1\"><b>Responsabilidad civil: <\/b><span style=\"font-weight: 400;\">La empresa podr\u00eda ser considerada responsable civilmente por los da\u00f1os y perjuicios sufridos por la v\u00edctima de acoso.<\/span><\/li>\n<li style=\"text-align: justify;\" aria-level=\"1\"><b>Da\u00f1o reputacional: <\/b><span style=\"font-weight: 400;\">La falta de un protocolo y la gesti\u00f3n inadecuada de casos de acoso pueden da\u00f1ar gravemente la imagen y reputaci\u00f3n de la empresa.<\/span><\/li>\n<li style=\"text-align: justify;\" aria-level=\"1\"><b>Clima laboral negativo: <\/b><span style=\"font-weight: 400;\">La ausencia de mecanismos para prevenir y abordar el acoso puede generar un ambiente de trabajo hostil y desmotivador.<\/span><\/li>\n<\/ul>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row css=\u00bb.vc_custom_1631109361052{padding-bottom: 20px !important;}\u00bb][vc_column]<div id=\"ultimate-heading-198269e82783ea49e\" class=\"uvc-heading ult-adjust-bottom-margin ultimate-heading-198269e82783ea49e uvc-6551 \" data-hspacer=\"no_spacer\"  data-halign=\"left\" style=\"text-align:left\"><div class=\"uvc-heading-spacer no_spacer\" style=\"top\"><\/div><div class=\"uvc-main-heading ult-responsive\"  data-ultimate-target='.uvc-heading.ultimate-heading-198269e82783ea49e h2'  data-responsive-json-new='{\"font-size\":\"desktop:24px;\",\"line-height\":\"\"}' ><h2 style=\"font-weight:bold;color:#fe5d3a;margin-bottom:20px;\">C\u00f3mo puede ayudarte el equipo laboral de Llad\u00f3 Grup Consultor<\/h2><\/div><\/div>[vc_column_text css=\u00bb\u00bb]<\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Si est\u00e1s interesado en cumplir y realizar un <b>Protocolo frente al Acoso Laboral para tu empresa,<\/b> desde Llad\u00f3 Grup Consultor te ofrecemos la posibilidad a trav\u00e9s de un equipo especializado, analizar tu caso y realizar una propuesta para el cumplimiento de tus <b>obligaciones laborales<\/b><\/span><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>[vc_row css=\u00bb.vc_custom_1631109896967{padding-bottom: 20px !important;}\u00bb][vc_column][vc_column_text css=\u00bb\u00bb] En Espa\u00f1a es obligatorio que las empresas cuenten con un protocolo frente al acoso laboral.\u00a0 Esta obligaci\u00f3n se deriva principalmente de deber de protecci\u00f3n establecido en el Estatuto de los Trabajadores en la redacci\u00f3n dada en la Ley Org\u00e1nica 3\/2007, de 22 de marzo, en la Ley de Prevenci\u00f3n de&hellip;<\/p>\n","protected":false},"author":2,"featured_media":88376,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_joinchat":[],"footnotes":""},"categories":[614,613,615,626,616,617],"tags":[],"class_list":["post-88371","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-autonomos","category-clientes","category-gran-empresa-es","category-laboral-es","category-particulares","category-pymes","category-614","category-613","category-615","category-626","category-616","category-617","description-off"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - 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