Royal Decree-Law 9/2025 significantly extends birth and childcare leave in Spain to 19 weeks, and up to 32 weeks for single-parent families. This article analyses beneficiaries, distribution, special cases and the legal impact for employers and workers.
The new labour Inspection Strategic Plan 2025-2027 reshapes how companies must manage labour compliance in Spain. With more resources, technology, and a selective approach, the labour Inspection will intensify controls over contracts, HR algorithms, equality, and time tracking. Anticipation is key to mitigating risks and demonstrating effective compliance.
As of May 2025, the reform of Article 49.1 of the Workers’ Statute prevents companies from directly terminating a contract following a permanent disability. We explain the new mandatory steps and the legal consequences of non-compliance.
Although international telework is increasingly common, regulations have not yet fully adapted to this reality. We explain the applicable legal framework for remote work performed from Spain for foreign companies.
The Supreme Court establishes the mandatory nature of the pre-dismissal hearing for workers in disciplinary dismissals in Spain. Companies must adjust their protocols to include this requirement.
The recent publication of Organic Law 1/2025 brings significant changes that directly impact business management, necessitating a comprehensive review of labour policies.
The Spanish government is reducing the maximum working hours to 37.5 hours per week, marking the first adjustment of this kind since 1983. This measure forces companies to reorganize their work schedules to comply with new regulatory requirements.
In Spain, Law 4/2023 enhances the rights of LGTBI and trans individuals in the workplace. Companies must adjust their internal policies to ensure equality and inclusion by implementing specific plans that uphold diversity and prevent discrimination.
Following Supreme Court ruling 544/2024, Absolute Permanent Disability and Major Disability benefits are now incompatible with any work requiring Social Security contributions. The new criteria allow only minor, occasional work that does not involve registration or contributions, aiming to protect genuine cases of income loss due to disability.
In Spain, actual working time is when the worker is at the employer’s disposal. But what is the consideration of travel, breaks, attendance and on-call times?
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