© TobarZVS 

This publication contains information of general interest and does not constitute legal opinion on specific issues. Any analysis will require legal advice from the Firm.

On December 15, 2023, the Ministry of Labor fixed the minimum statutory wage (“SBU”) for 2024 at US$460.00.

The salary increase is equivalent to 2.223% with respect to year 2023, considering the projected economic growth and inflation rates, such increase percentage shall be applied for the calculation of the minimum sectorial commissions wages.

© TobarZVS 

This publication contains information of general interest and does not constitute legal opinion on specific issues. Any analysis will require legal advice from the Firm.

The Ministry of Labor issued the Guidelines for the development of the Equality Plan.

Hereby what you should know:

• Obligated employers: Employers with 50 or more employees are required to develop an Equality Plan.
  
  
• Special Committee: The Equality Plan shall include the creation of an Special Committee or designate the position for its monitoring, evaluation, and periodic review.
  
  
• Registration: Obligated employers shall register the Equality Plan in front of the Ministry of Labor by July 31^st, 2024.
  
  
• Validity: The Equality Plan will be in force for 4 years, from its registration, and shall be socialized among the employees.
  
  
• Sanctions: Non-registration is a breach penalized with fines up to US$200.
  
  
  
  

© TobarZVS 

This publication contains information of general interest and does not constitute legal opinion on specific issues. Any analysis will require legal advice from the Firm.

The Ministry of Labor and the Ministry of Production, Foreign Trade, Investment and Fisheries issued Interministerial Agreement No. MPCEIP-MDT-2024-001-AI, published in Official Gazette Supplement 592 of July 03, 2024.

The Interministerial Agreement contains the guidelines for the application and qualification of the “Violet Seal” (Sello Violeta) certifying entities, as well as the requirements and benefits available to employers that have this certification seal.

The Violet Seal is a recognition to employers that promote diversity, equity and gender inclusion in accordance with the provisions of the Organic Law to Promote the Violet Economy and its Regulations.

• Requirements to obtain the Violet Seal

Among the main requirements that employers must present in order to obtain the Violet Seal are the following:

1. Evidence of uniform delivered to employees.
   
   
2. Certificate of Compliance with IESS’ Obligations.
   
   
3. Workstation Manual in accordance with current regulations.
   
   
4. Payroll of human talent with details on promotions and professional development.
   
   
5. Equality Plan duly registered and implementation of Equality Policies.
   
   
6. Psychosocial risk prevention program.
   
   
7. Implementation of regulations for the elimination of harassment, violence and discrimination.
   
   
8. Proof of provision of childcare services (for employers with 50+ workers).
   
   
9. Evidence of a permanent breastfeeding center (for employers with 50+ workers).

• Procedure to obtain the Violet Seal

The certifying entities will have 60 days to review the documentation submitted by the employers and prepare a report that shall be sent to the Ministry of Labor to issue the corresponding resolution, if applicable.

• Violet Seal Benefits

Employers who obtain the Violet Seal shall receive the following benefits from the Ministry of Labor:

1. Exemption from ex officio inspections by the Ministry of Labor during the period of validity of the seal (one year).
   
   
2. Unlimited use of the seal.
   
   
3. Training and preferential attention: priority access to training programs and administrative services of the Ministry of Labor.
   
   
4. Preferential Notification: Priority reception of new labor regulations issued by the Ministry of Labor.

Employers who obtain the Violet Seal will also receive benefits from the Ministry of Production, Foreign Trade, Investment and Fishing.

© TobarZVS 

This publication contains information of general interest and does not constitute legal opinion on specific issues. Any analysis will require legal advice from the Firm.