{"id":98819,"date":"2026-04-15T12:07:57","date_gmt":"2026-04-15T10:07:57","guid":{"rendered":"https:\/\/lladogrup.com\/?p=98819"},"modified":"2026-04-15T12:07:57","modified_gmt":"2026-04-15T10:07:57","slug":"obligatorio-empresa-protocolo-contra-acoso","status":"publish","type":"post","link":"https:\/\/lladogrup.com\/es\/obligatorio-empresa-protocolo-contra-acoso\/","title":{"rendered":"\u00bfEs obligatorio para la empresa el protocolo contra el acoso?"},"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>Las personas trabajadoras tienen derecho al respeto de su intimidad y a la consideraci\u00f3n debida a su dignidad, a no ser discriminadas, a no tener un trato desfavorable, comprendida la protecci\u00f3n frente al acoso por raz\u00f3n de origen racial o \u00e9tnico, religi\u00f3n o convicciones, discapacidad, edad u orientaci\u00f3n sexual, y frente al acoso sexual y al acoso por raz\u00f3n de sexo.<\/b><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Una de las dudas m\u00e1s frecuentes en el asesoramiento empresarial es si todas las organizaciones deben <\/span><b>implementar un protocolo de prevenci\u00f3n<\/b><span style=\"font-weight: 400;\">. La respuesta es rotunda: S\u00ed, el <\/span><b>protocolo contra el acoso<\/b><span style=\"font-weight: 400;\"> es <\/span><b>obligatorio para todas las empresas<\/b><span style=\"font-weight: 400;\">, independientemente de su n\u00famero de empleados.<\/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=\u00bbCrea un protocolo contra el acoso\u00bb shape=\u00bbround\u00bb color=\u00bbdanger\u00bb size=\u00bblg\u00bb align=\u00bbcenter\u00bb i_icon_fontawesome=\u00bbfa fa-solid fa-computer-mouse\u00bb css=\u00bb.vc_custom_1776247331869{margin-bottom: 40px !important;padding-top: 20px !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-954569e00fd9b4df5\" class=\"uvc-heading ult-adjust-bottom-margin ultimate-heading-954569e00fd9b4df5 uvc-3624 \" 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-954569e00fd9b4df5 h2'  data-responsive-json-new='{\"font-size\":\"desktop:24px;\",\"line-height\":\"\"}' ><h2 style=\"font-weight:bold;color:#fe5d3a;margin-bottom:20px;\">Tipos de protocolos contra el acoso se deben cubrir en una empresa<\/h2><\/div><\/div>[vc_column_text css=\u00bb\u00bb]<\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Para una empresa independiente de su tama\u00f1o, no basta con un documento gen\u00e9rico. La ley exige <\/span><b>protocolos espec\u00edficos <\/b><span style=\"font-weight: 400;\">para:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><b>Acoso sexual y por raz\u00f3n de sexo<\/b><span style=\"font-weight: 400;\">: Obligatorio para todas las empresas (Ley Org\u00e1nica 3\/2007).<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><b>Acoso laboral (mobbing)<\/b><span style=\"font-weight: 400;\">: Obligatorio para todas las empresas como parte de la prevenci\u00f3n de riesgos laborales.<\/span><\/li>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><b>Acoso LGTBI<\/b><span style=\"font-weight: 400;\">: Tras la \u00ab<\/span><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2024-20402\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Ley Trans\u00bb y el RD 1026\/2024<\/span><\/a><span style=\"font-weight: 400;\">, las <\/span><b>empresas de m\u00e1s de 50 trabajadores <\/b><span style=\"font-weight: 400;\">deben tener un protocolo espec\u00edfico negociado. Para las de menos de 50, sigue siendo obligatorio prevenir cualquier discriminaci\u00f3n, aunque el protocolo detallado es voluntario (pero muy recomendable).<\/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-267569e00fd9b4e9c\" class=\"uvc-heading ult-adjust-bottom-margin ultimate-heading-267569e00fd9b4e9c uvc-8568 \" 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-267569e00fd9b4e9c h2'  data-responsive-json-new='{\"font-size\":\"desktop:24px;\",\"line-height\":\"\"}' ><h2 style=\"font-weight:bold;color:#fe5d3a;margin-bottom:20px;\">\u00bfQu\u00e9 debe incluir el protocolo contra el acoso en una empresa?<\/h2><\/div><\/div>[vc_column_text css=\u00bb\u00bb]<\/p>\n<p style=\"text-align: justify;\"><span style=\"font-weight: 400;\">Para que el documento sea legalmente v\u00e1lido y \u00fatil en la gesti\u00f3n de riesgos laborales, debe estructurarse e incluir los siguientes puntos:<\/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][vc_column width=\u00bb2\/3&#8243;][vc_single_image image=\u00bb98829&#8243; img_size=\u00bbfull\u00bb css=\u00bb\u00bb][\/vc_column][vc_column width=\u00bb1\/3&#8243;]<div id=\"ultimate-heading-655369e00fd9b4f11\" class=\"uvc-heading ult-adjust-bottom-margin ultimate-heading-655369e00fd9b4f11 uvc-480  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-655369e00fd9b4f11 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\" lang=\"ca\" dir=\"ltr\" data-wpcf7-id=\"87567\">\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\/98819#wpcf7-f87567-o1\" 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=\"Formulari de contacte\" novalidate=\"novalidate\" data-status=\"init\">\n<fieldset class=\"hidden-fields-container\"><input type=\"hidden\" name=\"_wpcf7\" value=\"87567\" \/><input type=\"hidden\" name=\"_wpcf7_version\" value=\"6.1.5\" \/><input 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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=\"234\"\/><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-400969e00fd9bc806\" class=\"uvc-heading ult-adjust-bottom-margin ultimate-heading-400969e00fd9bc806 uvc-5627 \" 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-400969e00fd9bc806 h2'  data-responsive-json-new='{\"font-size\":\"desktop:24px;\",\"line-height\":\"\"}' ><h2 style=\"font-weight:bold;color:#fe5d3a;margin-bottom:20px;\">Consecuencias de no disponer de un protocolo contra el 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 disponga de un <\/span><b>Protocolo contra el acoso laboral<\/b><span style=\"font-weight: 400;\">, puede conllevar diversas consecuencias negativas para la empresa, como pueden ser:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400; text-align: justify;\" aria-level=\"1\"><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=\"font-weight: 400; 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=\"font-weight: 400; 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=\"font-weight: 400; 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 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 un protocolo contra el acoso para la empresa?<\/strong><\/h3>\n<p>[\/vc_column_text][vc_column_text][\/vc_column_text]\n<div class=\"wpcf7 no-js\" id=\"wpcf7-f58433-o2\" lang=\"es-ES\" dir=\"ltr\" data-wpcf7-id=\"58433\">\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\/98819#wpcf7-f58433-o2\" method=\"post\" class=\"wpcf7-form init 98099fcddabd cmatic-conn cmatic-aud-0 cmatic-mapd0-0 cmatic-v0978 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wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Motiu de la consulta\" name=\"your-message\"><\/textarea><\/span><\/label>\n<\/p>\n<p><span class=\"wpcf7-form-control-wrap\" data-name=\"acceptance-819\"><span class=\"wpcf7-form-control wpcf7-acceptance\"><span class=\"wpcf7-list-item\"><input type=\"checkbox\" name=\"acceptance-819\" value=\"1\" aria-invalid=\"false\" \/><\/span><\/span><\/span> He llegit i accepto la <a href=\"https:\/\/lladogrup.com\/politica-de-privacitat\/\">Pol\u00edtica de Privacitat<\/a>\n<\/p>\n<p><span class=\"wpcf7-form-control-wrap\" data-name=\"acceptance-841\"><span class=\"wpcf7-form-control wpcf7-acceptance optional\"><span class=\"wpcf7-list-item\"><input type=\"checkbox\" name=\"acceptance-841\" value=\"1\" aria-invalid=\"false\" \/><\/span><\/span><\/span> Accepto rebre informaci\u00f3 sobre les activitats, serveis i productes 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=\"68\"\/><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-503469e00fd9bec26\" class=\"uvc-heading ult-adjust-bottom-margin ultimate-heading-503469e00fd9bec26 uvc-6117 \" 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-503469e00fd9bec26 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 <\/span><b>Protocolo contra el acoso laboral para tu empresa<\/b><span style=\"font-weight: 400;\">, desde <\/span><b>Llad\u00f3 Grup Consultor<\/b><span style=\"font-weight: 400;\"> te ofrecemos la posibilidad a trav\u00e9s de un equipo especializado, analizar tu caso y realizar una propuesta para el <\/span><b>cumplimiento de tus obligaciones laborales<\/b><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] Las personas trabajadoras tienen derecho al respeto de su intimidad y a la consideraci\u00f3n debida a su dignidad, a no ser discriminadas, a no tener un trato desfavorable, comprendida la protecci\u00f3n frente al acoso por raz\u00f3n de origen racial o \u00e9tnico, religi\u00f3n o convicciones, discapacidad, edad u orientaci\u00f3n sexual, y&hellip;<\/p>\n","protected":false},"author":2,"featured_media":98827,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_joinchat":[],"footnotes":""},"categories":[614,613,615,626,617],"tags":[],"class_list":["post-98819","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-autonomos","category-clientes","category-gran-empresa-es","category-laboral-es","category-pymes","category-614","category-613","category-615","category-626","category-617","description-off"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>\u00bfEs obligatorio para mi empresa el protocolo contra el acoso?<\/title>\n<meta name=\"description\" content=\"El protocolo contra el acoso laboral es obligatorio para todas las empresas, independientemente del n\u00famero de empleados. \u00a1Cons\u00faltanos!\" \/>\n<meta name=\"robots\" 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