Key data
| Regulation | Law of the Principality of Asturias 7/2026, of October 15, for the eradication of discrimination and for the real and effective equality of rights of lesbian, gay, trans, bisexual and intersex persons and their families |
|---|---|
| Publication | November 6, 2026 |
| Entry into force | November 6, 2026 |
| Affected parties | LGBTQI persons in Asturias, Asturian public administrations, companies and educational centers in Asturias |
| Category | Regulatory Changes |
| Year | 2026 |
| New body created | Conseyu de Participación LGTBI (replaces the Asturian Observatory against LGTBIphobia) |
| Official source | BOE-A-2026-23271 |
Companies operating in Asturias now have a new regulatory obligation as of November 6, 2026. The Law 7/2026 of the Principality of Asturias establishes a comprehensive framework for protecting the rights of LGBTQI persons that is not limited to public administrations: it also reaches the business sector and educational centers in the region.
The regulation is framed in the context of state and European legislation, strengthening regional guarantees against hate crimes based on sexual orientation and gender identity. For managers and HR managers, the immediate question is clear: what do I have to do and when?
What does this regulation establish?
Law 7/2026 articulates a comprehensive regulatory framework that acts on four major areas:
| Area | Main measures |
|---|---|
| Labor | Obligation to implement anti-discrimination protocols and diversity training for companies |
| Educational | Active measures against discrimination and harassment in Asturian educational centers |
| Health | Specific care for LGBTQI persons, with special protection for more vulnerable groups |
| Family | Recognition and protection of LGBTQI families in the regional scope |
The law pays special attention to groups in a more vulnerable situation within the LGBTQI community itself:
- Trans persons
- Intersex persons
- LGBTQI persons with disabilities
Regarding institutional changes, the regulation replaces the Asturian Observatory against LGTBIphobia with the new Conseyu de Participación LGTBI, which will act as a consultative and participatory body on LGBTQI policy matters in the region.
Economic and operational impact
The law does not set specific penalty amounts in the published summary, but it does generate direct operational costs for Asturian companies. The main impacts are:
- Design and implementation of anti-discrimination protocols: companies that do not have them will need to create them from scratch or adapt existing ones to the new regional framework.
- Diversity training: the law requires specific training to be provided, which entails cost of working hours, materials and, where applicable, external providers.
- Review of internal HR policies: contracts, internal regulations and disciplinary procedures must be consistent with the new regulation.
- Asturian public administrations: required to adopt active measures against discrimination and harassment, with greater requirements than the private sector as the first direct obligated party of the law.
The regulation is based on current state and European legislation, so companies that already comply with state frameworks for equality and non-discrimination have a starting point, but must verify that they cover the specific Asturian regional characteristics.
Who does it affect?
- Companies operating in Asturias (especially regarding labor protocols and training)
- Public administrations of the Principality of Asturias (first direct obligated party of the regulation)
- Asturian educational centers (public and concerted)
- Health centers in Asturias (public and private with agreement)
- HR and compliance managers of companies with headquarters or branch in Asturias
- Labor and legal advisors providing services to Asturian companies
- LGBTQI persons residing in Asturias as holders of recognized rights
Practical example
An Asturian company with 30 employees in the industrial sector that until now did not have a specific anti-discrimination protocol for the LGBTQI community must, as of November 6, 2026:
- Draft or adapt its internal harassment and discrimination protocol to expressly include sexual orientation, gender identity and gender expression as protected grounds.
- Schedule at least one training action on LGBTQI diversity and inclusion for its workforce.
- Review its internal disciplinary regime regulations so that discriminatory conduct on these grounds is classified as serious or very serious misconduct.
A company that already has a state equality plan can use that document as a starting point to incorporate the specific requirements of Law 7/2026, reducing the adaptation effort. However, it must verify that the plan covers the most vulnerable groups identified by the regulation: trans persons, intersex persons and LGBTQI persons with disabilities.
What should companies do now?
- Audit existing internal protocols: review whether the current harassment and non-discrimination protocol includes sexual orientation, gender identity and gender expression as protected grounds. If it does not, update immediately.
- Design or adapt the LGBTQI anti-discrimination protocol: if the company does not have any protocol, create a specific one or integrate the requirements of Law 7/2026 into the general equality and non-discrimination protocol.
- Plan diversity training: identify provider, content and schedule to provide training to the workforce on LGBTQI diversity and prevention of discriminatory conduct.
- Review the disciplinary regime regulations: ensure that discriminatory conduct based on sexual orientation and gender identity is classified as misconduct.
- Pay special attention to vulnerable groups: the protocol must include reinforced measures for trans persons, intersex persons and LGBTQI persons with disabilities, as expressly required by the regulation.
- Coordinate with labor or legal advisors: validate that the measures adopted are consistent with current state and European legislation, avoiding compliance gaps.
Frequently asked questions
When does the LGBTQI Law of Asturias 7/2026 enter into force?
Law 7/2026 of the Principality of Asturias entered into force on the same day as its publication: November 6, 2026. There is no published transitional period in the official summary, so the obligations are enforceable from that date.
What specific obligations does my company in Asturias have under this law?
Law 7/2026 requires Asturian companies to adopt anti-discrimination protocols covering sexual orientation and gender identity, and to provide diversity training to their workforce. Additionally, they must pay special attention to more vulnerable groups: trans persons, intersex persons and LGBTQI persons with disabilities.
What is the Conseyu de Participación LGTBI and what does it replace?
The Conseyu de Participación LGTBI is the new consultative and participatory body created by Law 7/2026. It replaces the previous Asturian Observatory against LGTBIphobia, assuming its functions with a broader approach to active participation.
Does this law affect only large companies or also SMEs?
The regulation does not establish company size thresholds in the published summary, so the obligations for anti-discrimination protocols and diversity training apply to companies operating in Asturias regardless of their size. SMEs must verify their compliance status.
Does this law modify or complement state LGBTQI legislation?
Law 7/2026 is framed within and complements current state and European legislation, strengthening regional guarantees against hate crimes based on sexual orientation and gender identity. It does not repeal state regulations, but rather adds a specific level of protection for Asturias.
Official source
Consult complete regulation in official source
Notice: This article is for informational purposes only and does not constitute legal advice. For specific decisions, consult a qualified professional. Source: https://www.boe.es/diario_boe/txt.php?id=BOE-A-2026-23271
