Category: Labor law and working conditions
Spain: The “only yes is yes” Law also introduces employment changes
The legislation introduces rights relating to timetable, functional and geographical flexibility, and the possible suspension or termination of employment contracts. On the other hand, employers are obliged to promote awareness and training of all staff for the purpose of avoiding sexual violence. The changes in relation to employment that have been introduced in our legislation […]
International Day of Persons with Disabilities to highlight the role of innovation in advancing an accessible and equitable world
The measures to be adopted by public and private organizations to mainstream people with disabilities include promoting active employment policies and equal access to jobs. The theme of the 2022 International Day of Persons with Disabilities, celebrated on December 3, is “Transformative solutions for inclusive development: the role of innovation in fueling an accessible and […]
Spain: Can companies combat the effects of inflation with a labor-related measure?
Inflation and the general increase in prices that is occurring in Spain and throughout Europe has led companies to consider flexibility measures available under Spanish law to enable them not to have to increase their employees’ salaries in the same proportion. This concern is greater at companies that are subject to collective labor agreements that […]
Spain: Employers face new labor challenges following the legal changes in the road transport of goods
The reform, aimed at improving the sustainability of the road transport of goods and functioning of the logistics chain, passed in March 2022 as a result of the protests by truck drivers, includes measures such as those preventing drivers from carrying out loading and unloading work. This means that the companies that contract carirers and […]
Spain: Is it possible to delay the effective compliance with a disciplinary penalty until it is upheld?
In general, disciplinary penalties relating to employment are directly fulfilled by the worker, even though they may be contested in court. However, is there an alternative formula possible in which the effective compliance with the penalty can be delayed until it is upheld, either because the worker does not contest it in court or, having […]
The impact on occupational risk prevention of teleworking from different locations
From the standpoint of occupational risk prevention, the possibility of teleworking from different locations can involve an increase in costs, as well as difficulties in ensuring that workers are adequately protected from the risks of their job position. An employer’s obligation to assess occupational risks is associated with the job position in question. Such assessment […]