I. Introduction
Last 24th March 2007 the Organic Law 3/2007, for the
Effective Equality of Men and Women (hereinafter, the
"Equal Status Act"), came into force in Spain. One of
the main novelties of said Law lies in the prevention of
discriminatory behaviour and in the forecast of active policies
for the principle of equality to become effective.
The Equal Status Act renders special attention to amending
the inequalities of the specific area of employment
relationships. Thus, the adoption of specific measures in
favour of the equality in companies is trying to be promoted,
placing them within the framework of a collective negotiation
so that it is the parties that agree the content. In the same
way, the right to combine one's working life with their
personal one is recognized and specific environments of action
are regulated, such as promotion, access to employment or the
problem of harassment at
