Royal Decree-Law 32/2021 comes into force to finish with temporary and precarious employment in Spain. This new regulation establishes that all employment contracts concluded in Spain are indefinite and sets out the requirements and circumstances of temporary contracts.
With the entry into force of Royal Decree-Law 32/2021 on 31 December 2021, all contracts in Spain are open-ended, and the conclusion of contracts for specific work or services disappears.
A branch is a secondary establishment subordinate to its parent company, meaning that it is an extension of the parent company in Spanish territory and does not require a minimum share capital for its incorporation.
Spain provides companies with a range of economic, labour, contractual, corporate, procedural and fiscal measures. The Covid-19 legislation complements them with new economic and procedural measures to prevent corporate insolvency.
Opening a branch in Spain does not require a minimum share capital. Opening a subsidiary, on the contrary, requires a minimum share capital of €3.000 for Limited Liability Companies (LLC) or €60.000 for Public Limited Company (PLC).
With the validation of the law on distance work, Spain has modified article 40 of the Law on infringements and sanctions in the social order. The new amounts will enter into force on 1 October 2021 and will have no retroactive effect.
Cash pooling is not formally regulated in Spanish law; this type of contract has particularities with the current account, commercial commission and loan contracts.
Inexhaustible, harmless, clean, safe, compatible and adaptable are just some of the characteristics of wind energy, a fundamental source of energy for the European and global ecological transition and for which Spain is the leading producer.
Royal Decree 1183/2020, of 29th December 2020, includes substantial modification regarding the granting procedure concerning grid connection feed-in permits for energy projects in Spain. Important innovations concern notably the unification of the award procedure and the often-criticised ‘Interlocutor Único de Nudo’ (IUN).
Under article 20.3 of the Workers’ Statute, companies in Spain may adopt measures for surveillance and control of their workers. The new technological developments, however, limit this power in terms of the control systems used.
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