Skip to main content
SpringerLink
Log in
Book cover

Comparative Perspectives on the Enforcement and Effectiveness of Antidiscrimination Law pp 457–474Cite as

Spain

  • Chapter
  • First Online:

  • 505 Accesses

Part of the book series: Ius Comparatum - Global Studies in Comparative Law ((GSCL,volume 28))

Abstract

In the last 40 years, antidiscrimination law has become one of the most important pillars of social policies in Spain. Public and private bodies collaborate in extending antidiscrimination law in different manners, although public and private companies have developed practical criteria to enforce antidiscrimination law, especially in the workplace, where the impact has been extensively studied from a legal, economic, and social point of view.

This is a preview of subscription content, log in via an institution.

Chapter
USD   29.95
Price excludes VAT (USA)
  • Available as PDF
  • Read on any device
  • Instant download
  • Own it forever
eBook
USD   299.00
Price excludes VAT (USA)
  • Available as EPUB and PDF
  • Read on any device
  • Instant download
  • Own it forever
Softcover Book
USD   379.99
Price excludes VAT (USA)
  • Compact, lightweight edition
  • Dispatched in 3 to 5 business days
  • Free shipping worldwide - see info
Hardcover Book
USD   379.99
Price excludes VAT (USA)
  • Durable hardcover edition
  • Dispatched in 3 to 5 business days
  • Free shipping worldwide - see info

Tax calculation will be finalised at checkout

Purchases are for personal use only

Learn about institutional subscriptions

Notes

  1. 1.

    Gómez-Millán Herencia (2011), pp. 42–50.

  2. 2.

    Gómez-Millán Millán Herencia (2010), pp. 74–83.

  3. 3.

    Such us Directive 43/2000/UE, of 29 June 2000, implementing the principle of equal treatment between persons, irrespective or racial or ethnic origin; Directive 73/2002/UE, of 23 September, of the implementation of the principle of equal treatment for men and women regarding access to employment, vocational training and promotion, and working; Directive 113/2004/UE, of 13 December 2004, implementing the principle of equal treatment between men and women in access to and supply of goods and services; Directive 41/2010/UE, of 7 July 2010, on the application of the principle of equal treatment between men and women engaged in an activity in a self-employed capacity.

  4. 4.

    Gómez-Millán Herencia (2011), pp. 91–93 and 176.

  5. 5.

    Alameda Castillo (2013), pp. 75–90.

  6. 6.

    Direct discrimination is less favoured treatment based on sex (Article 6 Fundamental Gender Equality Law 3/2007, 22 March 2007), based on disability (Article 2.c Disability Law 1/2013, 29 November), based on race or ethnic origin, religion or convictions, age or sexual orientation reasons at work (Article 28.b Law 62/2003, 30 December, fiscal, administrative and social measure). Second, indirect discrimination is an apparently neutral law, criteria or repetitive behavior which produces a specific disadvantage in comparison with the other sex (Article 6 Fundamental Gender Equality Law 3/2007), or because of disability (Article 2.d Disability Law 1/2013); it is also an apparently neutral collective bargain or agreement, individual contract or unilateral decision that creates a particular disadvantage because of race or ethnic origin, religion or convictions, age or sexual orientation at work (Article 28.c Law 62/2003). Moreover, discrimination by association only applies to disabled people (Article 2.e Disability Law 1/2013) as a result of EU influences, in spite of the fact that its extension to other grounds has been supported by the Spanish Proposal of Equality Law 2011.

  7. 7.

    Gómez-Millán Herencia (2011), p. 108 in contrast to pp. 292 and 320–321.

  8. 8.

    VVAA (2013).

  9. 9.

    Machado Ruiz (2002), p. 85.

  10. 10.

    In this sense, affirmative action is a different treatment in order to get equality, which is fair when the measure is reasonable and proportionate with the aims of getting gender equality (Article 11 Fundamental Gender Equality Law 3/2007), trying to avoid or compensate disability disadvantages, or to get equality for disability people (Article 2.g Disability Law 1/2013), or trying to avoid or compensate, only at work, racial or ethnic origin, religion or convictions, age or sexual orientation (Article 28.c Law 62/2003).

  11. 11.

    So that only a few employers were compelled to negotiate Equality Plans at the end. Vid. Grau Pineda (2014), pp. 272–273.

  12. 12.

    Del Bas Marfá et al. (2015), p. 257.

  13. 13.

    Gómez-Millán Herencia (2011), p. 101.

  14. 14.

    Gómez-Millán Herencia (2014).

  15. 15.

    Ferrera (1995), p. 85; Gómez-Millán Millán Herencia (2010), p. 71.

  16. 16.

    González-Varas Ibáñez (2013), pp. 1–27.

  17. 17.

    Aguilera Ruiz (2014), p. 19.

  18. 18.

    Machado Ruiz (2002), p. 85.

  19. 19.

    Infante Ruiz (2014), pp. 234–235.

  20. 20.

    González Ortega (2004), p. 701.

  21. 21.

    Article 13 Directive 43/2000/UE was formed by different public bodies (state, devoted and local governments), representative workers, employer associations and racial and ethnic discrimination associations, in order to help victims of racial and ethnic discrimination in claims for direct and indirect discrimination, to study and research this ground of discrimination, to enforce antidiscrimination law in racial and ethnic discrimination matters, etc. (Article 34 Spanish Law 62/2003 and Spanish Order 1262/2007, 21 of September, Committee of racial and ethnic discrimination).

  22. 22.

    Formed by representative executive power from different Government Departments (state, devoted and local governments) and non-governmental associations, in order to pick up information, to carry out research, to propose gender indicators and to analyse the impact of gender politics, among others (Spanish Executive Order 1686/2000, 6 of October, about Observatory of gender equality).

  23. 23.

    Article 70 and 72 of Fundamental Law 4/2000, of 11 of January, about rights and freedoms of aliens in Spain and their social integration.

  24. 24.

    Ferrera (1995), p. 85; Gallie and Paugam (2000), p. 17; Gómez-Millán Millán Herencia (2010), p. 71.

  25. 25.

    Reyna et al. (2005), pp. 667–682.

  26. 26.

    Gómez-Millán Millán Herencia (2010), pp. 62–68.

  27. 27.

    Gómez-Millán Herencia (2011), pp. 122–132.

  28. 28.

    Giménez Gluck (1999).

  29. 29.

    Gómez-Millán Herencia (2008), pp. 849–866.

  30. 30.

    Second and third provision of Spanish Law of General Budgets for 2016.

  31. 31.

    Moreno Márquez (2013).

  32. 32.

    In spite of the fact that the Spanish Constitutional Court has recognized its coverage, STC 26 of May of 2008 (RTC 62/2008) addressed objective dismissal for absences in the case of illness, ruled by Article 52.c Spanish Labour Law and in the judicial solutions (STS 3 of May 2016, rec. 3348/2014). Vid. Gómez-Millán Herencia (2013), pp. 66–77; Gómez-Millán Herencia (2014), pp. 66–77.

  33. 33.

    In the same way as the European Court of Justice, 18 of December 2014 (C- 354/13), in spite of the fact that article 4.c Spanish Law 17/2011, 5 of July, of foods and nutrition, ruled that obesity was protected by antidiscrimination law. Vid. Rivas Vallejo (2015), p. 25.

  34. 34.

    González Ortega (2011), p. 93.

  35. 35.

    E.g. different treatment between civil marriages and non-civil marriages (STC 7 of April 2014, RTC 44/2014, in spite of the European Court of Human Rights, 8 of December of 2009, Muñoz Díaz v. Spain), different-sex marriages and same-sex marriages (STC 14 of February 2013, RTC 41/2013), transgenders (STC 8 of April 2013, RTC 77/2013) and other common cases of allowed different treatments. Vid. Cabeza Pereiro and Lousada Arochena (2014), pp. 23 and 54.

  36. 36.

    Cuesta López and Santana Vega (2014), pp. 149–154.

  37. 37.

    Gómez-Millán Herencia (2011), p. 46.

  38. 38.

    Cabeza Pereiro and Lousada Arochena (2014), p. 11.

  39. 39.

    Rodríguez-Piñero and Bravo-Ferrer (2008), p. 61.

  40. 40.

    Fernández López (2009), p. 11.

  41. 41.

    E.g. in quotas (Article 42 Spanish Disability Law 1/2013 and article 59 Spanish Basic Law of servant employee 5/2015) in contrast to preferences (Article 75 and second additional provision Fundamental Spanish Gender Equality Law 3/2007). Vid. Gómez-Millán Herencia (2011), p. 409 and pp. 110–169 in contrast pp. 193–242.

  42. 42.

    González Ortega (2011), pp. 133–119.

  43. 43.

    Only allowed (for a transitory period) in private companies when the clause is in a collective bargaining agreement before 2012 (additional Article 10 Spanish Labour Law) and for public servants (Article 7 Spanish Basic Law of servant employee 5/2015), although compulsory retirement was largely used in Spain, García Muñoz (2016), pp. 1–7.

  44. 44.

    Lousada Arochena (2005), p. 11.

  45. 45.

    Machado Ruiz (2002), pp. 94–115.

  46. 46.

    Gómez-Millán Millán Herencia (2010), pp. 86–98.

  47. 47.

    Moreno Solana (2010), pp. 72–76.

  48. 48.

    Many of them with the aim of protecting jobs, because employment is the most important way of social participation in Welfare State, vid Gómez-Millán Millán Herencia (2010), pp. 55–112; Gómez-Millán Herencia (2013), pp. 1–6.

  49. 49.

    Gómez-Millán Herencia (2014), pp. 66–77.

  50. 50.

    Gómez-Millán Herencia (2011), p. 411.

  51. 51.

    Martín Castro (2012), p. 187.

  52. 52.

    Article 12 Fundamental Spanish Gender Equality Law 3/2007, Article 64 and 75 Spanish Disability Law 1/2013.

  53. 53.

    Article 74 Spanish Disability Law 1/2013, Article 63, 82 and 181 Spanish Law of Social Procedure 36/2011, 10 of October.

  54. 54.

    Álvarez Ramírez (2013), pp. 290–292.

References

  • Aguilera Ruiz A (2014) Primas distintas en función del sexo en la contratación de seguros: ¿método natural de cálculo de riesgos o discriminación? In: Mesa Marrero C (ed) Mujeres, contratos y empresas desde la igualdad de género. Tirant lo Blanch, Valencia, pp 17–36

    Google Scholar 

  • Alameda Castillo MT (2013) Estadíos previos al contrato de trabajo. Aranzadi, Navarra

    Google Scholar 

  • Álvarez Ramírez G (2013) Discapacidad y sistemas alternativos de resolución de conflictos. Cinca, Madrid. http://www.fderechoydiscapacidad.es/wp-content/uploads/2011/06/Discapacidad-y-sistemas-alternativos-de-resoluci%C3%B3n-de-conflictos-3.pdf

  • Cabeza Pereiro J, Lousada Arochena JF (2014) El derecho fundamental a la no discriminación por orientación sexual e identidad de género en la relación laboral. Bormazo

    Google Scholar 

  • Cuesta López V, Santana Vega DM (2014) Estado de Derecho y discriminación por razón de género, orientación sexual e identidad. Tirant Lo Blanch, Valencia

    Google Scholar 

  • Del Bas Marfá E, Calvo R, García MA (2015) Auditoría socio-laboral: teoría y práctica de una herramienta para la gestión de los RRHH. Tirant Lo Blanch, Valencia

    Google Scholar 

  • Fernández López MF (2009) Las causas de la discriminación o la movilidad de un concepto. Temas Laborales 98:11–57

    Google Scholar 

  • Ferrera M (1995) Los Estados del Bienestar del Sur en la Europa Social. In: Sarasa S, Moreno L (Coord.) El Estado del Bienestar en la Europa del Sur. Consejo Superior de Investigaciones Científicas, Madrid

    Google Scholar 

  • Gallie D, Paugam S (2000) Welfare regimes and the experience of unemployment in Europe. Oxford University Press, Oxford

    Google Scholar 

  • García Muñoz M (2016) La jubilación forzosa como medida de reparto del empleo y su incidencia en la sostenibilidad del sistema de seguridad social. Revista Internacional y Comparada de Relaciones Laborales y Derecho del Empleo 4(1):185–201

    Google Scholar 

  • Giménez Gluck D (1999) Una manifestación polémica del principio de igualdad. Acciones positivas moderadas y discriminación inversa. Tirant lo Blanch, Valencia

    Google Scholar 

  • Gómez-Millán Herencia MJ (2008) Políticas selectivas de empleo para personas responsables del cuidado familiar. In: XVIII Congreso Nacional de Derecho del Trabajo y de la Seguridad Social, published in VV.AA.: Estrategia Europea de Empleo, Estado Autonómico y Políticas de empleo. XVIII Congreso Nacional de Derecho del Trabajo y de la Seguridad Social, Ministerio de Trabajo e Inmigación, Madrid, pp 849–866

    Google Scholar 

  • Gómez-Millán Herencia MJ (2010) Políticas selectivas de empleo: colectivos destinatarios y transiciones en el mercado de trabajo. memoria de Tesis Doctoral, ejemplar multicopiado, depositado en la Universidad Pablo de Oiavide

    Google Scholar 

  • Gómez-Millán Herencia MJ (2011) Colectivos destinatarios de las políticas selectivas de empleo. Laborum, Murcia

    Google Scholar 

  • Gómez-Millán Herencia MJ (2013) Employment policies for target groups in the context of economic crisis. In: Inagural conference of labour law research network, from 13 to 15 of June of 2013, Barcelona (Spain). https://www.upf.edu/gredtiss/_pdf/2013-LLRNConf_Gomez-Millan.pdf

  • Gómez-Millán Herencia MJ (poster) (2014) Equality plans on the framework of legal and extralegal remedies against discrimination. In: XI European regional congress of labour law, 17 of September to 19 of September of 2014. Dublin, Ireland

    Google Scholar 

  • Gómez-Millán Herencia MJ (2014) Discapacidad, estados de salud y discriminación en el marco jurídico de la igualdad de Reino Unido. Revista de información laboral 4:41–78

    Google Scholar 

  • González Ortega S (2004) Los sindicatos y la (nueva) cuestión social en la Constitución. In: Peces-Barba Martínez G, Ramiro Avilés MA (eds) La Constitución a examen: Un estudio académico 25 años después. Marcial Pons, Madrid

    Google Scholar 

  • González Ortega S (2011) La discriminación por razón de edad. Temas Laborales, pp 93–124

    Google Scholar 

  • González-Varas Ibáñez A (2013) Régimen jurídico de la educación diferenciada en España. Revista General de Derecho Canónico y Derecho Eclesiástico del Estado, Nº 31

    Google Scholar 

  • Grau Pineda C (2014) Los planes de igualdad como ¿nueva técnica? para la consecución de la igualdad en las empresas. In: Cuesta López V, Santana Vega DM (eds) Estado de Derecho y discriminación por razón de género, orientación e identidad sexual. Aranzadi

    Google Scholar 

  • Infante Ruiz FJ (2014) Igualdad, diversidad y protección contra a discriminación en el derecho privado. In: Mesa Marrero C (ed) Mujeres, contratos y empresas desde la igualdad de género. Tirant lo Blanch, Valencia, pp 191–250

    Google Scholar 

  • Lousada Arochena JF (2005) La prueba de la discriminación y del acoso sexual y moral en el proceso laboral. http://www2.ccoo.es/comunes/recursos/1/643395-La_prueba_de_la_discriminacion..._Jose_Fernando_Lousada.pdf

  • Machado Ruiz MD (2002) La discriminación en el ámbito de los servicios públicos: análisis del artículo 551 CP. Tirant Lo Blanch, Valencia

    Google Scholar 

  • Martín Castro MB (2012) Reformas en el Estado del Bienestar Mediterráneo: especial referencia al caso español en la época de crisis. Revista de la Facultad de Ciencias Sociales y Jurídicas de Elche I(8). https://revistasocialesyjuridicas.files.wordpress.com/2012/02/08-tm-11.pdf

  • Moreno Márquez A (2013) Discriminación y paternidad. http://www3.uah.es/congresoreps2013/Paneles/panel3/ANA%20MARIA%20MORENO%20MARQUEZ(mmarquez@der-pr.uc3m.es)/TCDISCRIMINACIONYPATERNIDAD.pdf

  • Moreno Solana A (2010) La prevención de riesgos laborales de los trabajadores especialmente sensibles. Tirant Lo Blanch, Valencia

    Google Scholar 

  • Reyna C, Tucker A, Korfmacher W (2005) Searching for common Ground between supporters and opponents of affirmative action. Polit Psychol 26(5):667–682

    Article  Google Scholar 

  • Rivas Vallejo P (2015) ¿Es la obesidad causa de discriminación tutelable en el ámbito laboral? IUSLabor, Nº 1

    Google Scholar 

  • Rodríguez-Piñero Y, Bravo-Ferrer M (2008) Despido por enfermedad y discriminación. Relaciones laborales: Revista crítica de teoría y práctica 2:61–81

    Google Scholar 

  • VVAA (2013) La discriminación múltiple en los ordenamientos jurídicos español y europeo. Tirant Lo Blanch, Valencia

    Google Scholar 

Download references

Author information

Authors and Affiliations

  1. Pablo Olavide University, Labor Law and Social Security, Seville, Spain

    María José Gómez-Millán Herencia

Authors
  1. María José Gómez-Millán Herencia
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to María José Gómez-Millán Herencia .

Editor information

Editors and Affiliations

  1. Sciences Po Law School, Paris, France

    Marie Mercat-Bruns

  2. Berkeley Law, Berkeley, California, USA

    David B. Oppenheimer

  3. Berkeley Law, Berkeley, California, USA

    Cady Sartorius

Rights and permissions

Reprints and permissions

Copyright information

© 2018 Springer International Publishing AG, part of Springer Nature

About this chapter

Check for updates. Verify currency and authenticity via CrossMark

Cite this chapter

Gómez-Millán Herencia, M.J. (2018). Spain. In: Mercat-Bruns, M., Oppenheimer, D., Sartorius, C. (eds) Comparative Perspectives on the Enforcement and Effectiveness of Antidiscrimination Law. Ius Comparatum - Global Studies in Comparative Law, vol 28. Springer, Cham. https://doi.org/10.1007/978-3-319-90068-1_25

Download citation

  • DOI: https://doi.org/10.1007/978-3-319-90068-1_25

  • Published:

  • Publisher Name: Springer, Cham

  • Print ISBN: 978-3-319-90067-4

  • Online ISBN: 978-3-319-90068-1

  • eBook Packages: Law and CriminologyLaw and Criminology (R0)

Publish with us

Policies and ethics

Search

Navigation