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Abstract
En este trabajo se aborda la respuesta dispensada por la Sala de lo Social del Tribunal Supremo en la Sentencia de 13 de noviembre de 2019 a la cuestión referida a si las medidas contenidas en el plan de igualdad de una empresa usuaria es aplicable o no a quienes trabajan allí como personas trabajadoras cedidas por una ETT. A tal efecto, se analiza la interpretación que debe realizarse del art. 11.1 LETT a la luz de las previsiones de la Ley Orgánica 3/2007 y la acción normativa de la UE en materia de igualdad y su compatibilidad con el ejercicio del derecho a la negociación colectiva del art. 37.1 CE.
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