Valdemanco del Esteras approves its protocol against workplace harassment

The Plenary of the City Council of Valdemanco del Esteras approved, in an ordinary session on September 2, 2026, the Protocol for Action Against Sexual Harassment, Gender-Based Harassment, and Sexual Orientation Harassment. The full text is made public for general knowledge in the Official Gazette of the Province of Ciudad Real, number 175, dated September 11, 2026, as announcement number 2912.

The Corporation declares that sexual harassment, gender-based harassment, and sexual orientation harassment constitute an attack on the dignity of workers; therefore, it rejects and prohibits any such practice in the workplace and commits to not tolerating it. The document, signed by the Mayor-President Ana María Rubio Lastra, is valid for four years from its approval.

Regulatory Framework

The protocol is based on a wide set of state and regional provisions, most notably Organic Law 3/2007 for the effective equality of women and men, Organic Law 10/2022 for the comprehensive guarantee of sexual freedom, Law 31/1995 on the Prevention of Occupational Risks, and Law 15/2022 comprehensive for equal treatment and non-discrimination.

• Royal Legislative Decree 5/2015, revised text of the Basic Statute of Public Employees.
• Royal Decree 901/2020, which regulates equality plans and their registration.
• Law 12/2010 on Equality between Women and Men of Castilla-La Mancha.
• Spanish Constitution of 1978 and Organic Law 10/1995 of the Penal Code.

Reporting Channel and Guarantees

The protocol creates a Confidential Advisory Service, composed of at least two municipal staff members with appropriate training, responsible for receiving complaints, informing the complainant, performing the initial analysis of the facts and, if applicable, processing the informal procedure or referring the case to the competent body. When there are indications of harassment, the Advisory Committee intervenes to carry out the formal resolution procedure.

The procedure guarantees confidentiality, respect and protection of dignity, diligence and speed, impartiality, prohibition of retaliation, and good faith. Deliberately false or fraudulent complaints may lead to the corresponding liabilities in accordance with applicable regulations.

Scope of Application and Preventive Measures

The protocol applies to all City Council personnel, and external contracted and collaborating companies will be informed of its existence. When harassment occurs between municipal personnel and personnel from an external company, the corresponding corporate coordination mechanisms will be applied.

• Dissemination of the protocol among municipal staff and through available media.
• Information sessions and specific awareness campaigns.
• Specific training for individuals participating in the procedures.
• Incorporation of harassment prevention into training activities.

The text also includes an annex with examples of behaviors that may constitute sexual harassment, harassment based on sex or sexual orientation, and a complaint form with the details of the complainant, the alleged victim, and the accused person.

Appeals and relevance

Against the agreement, which concludes the administrative process, an optional motion for reconsideration may be filed before the Plenary within one month of publication, or directly a contentious-administrative appeal within two months. The approval places Valdemanco del Esteras among the municipalities in the province that provide their staff with a clear and protective instrument against any form of harassment at work, reinforcing equality and the protection of the dignity of public employees.

Source: Official Gazette of the Province of Ciudad Real, number 175, of September 11, 2026, Local Administration section (City Councils), page 8329 (official reference: announcement number 2912).