Corresponsables Plan 2026: family reconciliation funds by autonomous community

Key data

The autonomous communities, Ceuta and Melilla already know how much money from the Corresponsables Plan they will receive in 2026 to finance family and work reconciliation measures. The Resolution of May 7, 2026 from the State Secretariat for Equality, published in the BOE on May 20, establishes the territorial distribution criteria and the resulting specific economic distribution for each territory.

For companies, the impact is indirect but real: the funds finance services that allow their employees—especially women with care responsibilities—to better balance their work and family life. Fewer absences, less turnover, more productivity.

What does this regulation establish?

The resolution publishes the Agreement adopted by the Sectoral Conference on Equality on May 6, 2026. This agreement has two main contents:

• Distribution criteria: The rules that determine how much corresponds to each autonomous community and autonomous city from the total Corresponsables Plan funds.
• Resulting economic distribution: The specific amount assigned to each territory once the criteria are applied.

The Corresponsables Plan aims to promote shared responsibility in care and the reconciliation of family and work life, with special emphasis on reducing the gender gap. The distributed funds allow each autonomous community to develop services and programs adapted to its territorial reality.

The distribution affects the 19 territories of the State with competencies in equality and social services:

• 17 autonomous communities
• Autonomous City of Ceuta
• Autonomous City of Melilla

The resolution affects autonomous budget planning in matters of equality and social services, determining the resources available for each territory in 2026.

Economic and operational impact

The direct economic impact falls on regional administrations, which receive state funds to execute reconciliation programs. For companies, the impact is indirect in nature but with concrete operational consequences:

• Greater availability of care services: The funds finance places in services for child care, dependent persons and other resources that allow workers to reduce their unpaid care burdens.
• Reduction of absenteeism: When employees have access to reconciliation services, absences due to family care needs decrease.
• Retention of female talent: The gender gap in the labor market is largely fed by the disproportion in care burdens. Programs financed by the Corresponsables Plan directly address this problem.
• HR planning: Companies based in communities that receive greater funding will be able to anticipate greater availability of reconciliation services in their environment.

The resolution does not establish direct obligations for private companies, but it does condition the environment of available resources for their employees in each territory.

Who does it affect?

• Autonomous communities and cities of Ceuta and Melilla: Direct recipients of the funds. They must plan and execute reconciliation programs with the assigned amounts.
• Beneficiary families: Households that access services financed by the plan (child care, support for dependent persons, shared responsibility programs).
• Companies with employees with care responsibilities: They benefit indirectly from the greater availability of services that facilitate reconciliation for their workforce.
• HR managers and executives: They must know what reconciliation resources will be available in their territory to integrate them into their benefits policy and talent management.
• Equality advisors and consultants: They must update their knowledge about available funds in each autonomous community to guide their clients.

Practical example

A company with 30 employees in an autonomous community that receives significant funding from the Corresponsables Plan will see how its regional administration can expand places in child care services or finance dependent person care programs.

If 8 of those 30 employees have minor children or dependent family members in their care, access to these services can translate into:

• Reduction in requests for reduced working hours for child care.
• Fewer unplanned absences due to lack of care coverage.
• Greater willingness of those employees—mostly women, according to shared responsibility data—to take on additional responsibilities or training.

The effect is not immediate or automatic, but companies operating in communities with greater investment in reconciliation will have a more favorable environment for retaining talent with family responsibilities.

What should companies do now?

1. Check the specific distribution of funds for your autonomous community: The resolution published in the BOE includes the amount assigned to each territory. Knowing this figure allows you to anticipate the level of regional investment in reconciliation services for 2026.
2. Review the offer of reconciliation services in your territory: With the distributed funds, autonomous communities will develop specific programs. Contact the regional equality or social services department to find out what services will be financed and when they will be available.
3. Update the company's reconciliation policy: Integrate into the equality plan or HR policy the public resources available in the environment, complementing them with internal measures.
4. Inform employees: Communicate to the workforce the existence of these programs and how to access them. This has zero cost for the company and improves the perception of the employer.
5. Monitoring of regional calls: The Corresponsables Plan funds materialize in specific calls and programs at the regional level. Being aware of these calls allows you to take advantage of available resources.