The Spanish labor framework continues its transformation process with regulatory changes that directly affect human resources management in companies. Knowing these developments and adapting in time is essential to avoid contingencies and take advantage of new opportunities offered by the legislation.
Reduction of working hours
One of the most significant measures this year is the consolidation of the progressive reduction of maximum working hours. Companies must review their collective bargaining agreements and individual contracts to ensure compliance with the new limits, paying special attention to time-tracking systems and shift organization.
The impact of this measure varies significantly by sector. While for professional services firms the adjustment can be relatively straightforward, for sectors such as hospitality, retail or manufacturing, reorganizing schedules requires careful planning and, in many cases, renegotiation of conditions with worker representatives.
Remote work and digital disconnection
The regulation of remote work continues to mature with new clarifications on costs that the company must bear, digital disconnection rights and occupational health and safety obligations for remote workers. Companies that have not yet formalized their remote work agreements should do so without delay to avoid penalties.
Hiring and equality
Obligations regarding equality plans are being strengthened, with lower application thresholds and more demanding pay audit requirements. Companies with more than fifty employees must have a registered and current equality plan, including specific work-life balance measures and anti-harassment protocols.
Practical recommendations
At BM Consulting, we advise companies to conduct a comprehensive labor audit that identifies risk areas and improvement opportunities. Prevention is always more cost-effective than reaction. Proactive legal advice allows not only regulatory compliance but also improvements in workplace climate and talent retention.