Category: Labor law and working conditions
Transparent working conditions: recommendations for companies after the first month of application of the new obligations
Royal Decree 723/2026 requires written information on the essential elements of the employment contract. But is the new document that the company must give to the employee of a contractual nature or is it merely informative? This post offers some recommendations to comply with transparency. Royal Decree 723/2026, of September 9, which entered into force […]
What tools does the company have regarding absenteeism?
The constant increase in absenteeism from work and, in particular, in short-term temporary disability processes has become one of the main concerns of companies. While institutions and social agents are looking for solutions, companies are exploring ways of acting. In this post we review the tools available. There is no unanimous concept of absenteeism. In […]
Cognitive accessibility in employment: changes that companies must implement before January 2027
The regulations that will come into force on January 2, 2027 develop the basic conditions of cognitive accessibility by establishing specific minimum obligations. In this post, we explain those related to access to employment. Article 40 of the Consolidated Text of the General Law on the Rights of Persons with Disabilities and their Social Inclusion […]
The digitization of electronic notifications in disability processes seeks to reduce delays and control expenditure
On 1 September 2026, Order ISM/541/2026, of May 27, came into force, extending the obligation to receive notifications and communications from Social Security by electronic means to those who apply for or receive benefits for temporary or permanent disability or permanent non-disabling injuries. The measure is part of a broader process of digitalization of disability […]
Company agreement versus sectoral agreement: when can the former prevail?
The company collective agreement can be shielded against the sectoral agreement. The key is in time: if the agreement came into force before the sectoral one, it prevails in all matters, including wages. If, on the other hand, the company agreement comes later, it will only have priority in limited matters. In this post we […]
Absenteeism, artificial intelligence, mobility, and much more: seven months of current labor issues
The first half of 2026 has been marked by new challenges for companies in areas as diverse as absenteeism management, artificial intelligence, pay transparency, and sustainable mobility. We have compiled the posts published so far this year, reviewing some of the issues that have dominated the legal and labor debate in recent months. Labor relations […]