During the COVID-19 pandemic, arbitration stands out as an advantageous alternative to settle legal disputes between companies. The ordinary jurisdiction has suffered a slowdown in its processes and does not provide the fast and effective response demanded by current market operators.
Royal Decree 901/2020 of 13 October regulates equality plans and their registration in Spain, and amends Royal Decree 713/2010, of 28 May, on registration and filing of contracts and collective bargaining agreements. This measure aims to reduce the wage disparity in Spain and achieve equality between men and women in the workplace.
Royal Decree Law 34/2020, published on 18 November 2020, establishes an extension of the insolvency moratorium (previously established until 31 December 2020) until 14 March 2021.
Royal Decree-law 02/2021 addresses extensions for force majeure temporary layoffs, temporary layoffs due to economic, technical, organizational, or production reasons linked to COVID-19, and temporary layoffs for impeded or limited activities.
There are different reasons why a company can be subject to a tax inspection: excessive VAT refunds, discrepancies between quarterly and annual models (…), or commonly for random reasons.
Royal Decree 902/2020 on equal pay incorporates the obligation for all companies in Spain, regardless of the number of employees, to establish a pay register disaggregated by sex and professional categories.
Royal Decree 960/2020 in Spain approves the new economic regime for renewable energies for electricity production facilities. It will be granted through an auction system and regulated by ministerial order.
The 5 steps to build a power plant in Spain include: securing land rights, requesting access points and network connection, depositing the guarantees, preparing environmental studies and obtaining permits and licenses
Pre-insolvency is a procedure defined in Article 5 of the Insolvency Law in Spain as a final extension for the company to redirect its financial/economic situation.
Christmas hampers are not regarded, per se, as a vested right of workers. However, the specific circumstances of its regulation in each company need to be analysed case by case.