Directive (EU) 2023/970 introduces a new framework for pay transparency and equal pay, imposing clear obligations on employers and strengthening employees’ rights in addressing the gender pay gap across Europe.
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 forthcoming regulation on working time recording in Spain will introduce significant changes for employers. The draft Royal Decree presented in 2025 reinforces the requirement for a digital, reliable and accessible time-tracking system, increases formal compliance obligations and establishes a stricter sanctioning regime.
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.
With the entry into force of Royal Decree-law 2/2024, breastfeeding leave in Spain is now recognized as an individual right for both parents, with an extended duration of up to 12 months in specific cases. Additionally, the new regulation introduces new, more flexible accumulation leave options.
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.
© 2026 Mariscal Abogados, S.L.P.
Legal Notice | Privacy Policy | Cookies Policy
