Category: Labor law and working conditions
Welcome to Spain…
The now famous adage “Spain is different” is one of those set phrases that we say to tourists and foreign visitors and it is not unusual for those of us who work in global human resources and employment relations environments to also offer these explanations to our counterparts/clients abroad who have an interest (actual or […]
Can I go to work in shorts?
September has arrived, the days are getting shorter and it will be autumn soon. Most of us have returned from our holidays, but the days are still hot and some employees are reluctant to change back into formal office attire. Many workers ask: can I go to work in shorts? The employer’s reply will depend […]
Accidents to/from work when the route is changed to take a colleague home
According to figures from the Ministry of Employment and Social Security, in 2016 there were a total of 46,845 traffic accidents to/from work, which constitutes an 8.4% increase in these types of accidents with respect to the previous year. In this context, the Supreme Court continues to shape its criteria when classifying as an occupational […]
New developments in the right to strike
Not long ago in this Blog we spoke about the extremely protectionist tendency of case law in relation to the right to strike, which prohibits practically all actions by businesses that directly or indirectly help to lessen its effects. However, we have recently encountered two rulings, one by the Supreme Court and the other by […]
Time off work for union duties is not generated during the holidays
The recent judgment by the Supreme Court of February 1, 2017 confirms its thinking in 2015 which held that time off work for union duties during the holiday period did not have a legal basis because it is paid leave that cannot be enjoyed when the employee is not working. In the case reviewed by […]
Instant messaging as a “valid means” of communication in labor relations
As we indicated in a previous post published on December 1, 2015, in its judgment of September 21, 2015, the Labor Chamber of the Supreme Court held that the clauses included in a company’s employment contracts which enabled it to notify its employees through text messages or e-mail were null and void. The Court held […]