Category: Labor law and working conditions
An equality plan, the best gift to celebrate International Women’s Day
This year’s International Women’s Day in 2022 is commemorated after the entry in force of the obligation for all companies (unless they have fewer than 50 workers) to draw up and implement an equality plan. The companies employing between 50 and 99 workers are already obliged to have an equality plan. For companies with larger […]
The labor reform will increase the number of worker representatives at companies
Following the labor reform introduced by Royal Decree-law 32/2021, published on December 30, 2021, an unprecedented reduction is foreseen in Spain in temporary contracts. This will also mean a significant increase in indefinite-term contracts and, especially, seasonal contracts, therefore with an increase in the number of worker representatives and trade union presence at companies. Until […]
Is it possible to pay an employee’s salary in cryptocurrency?
Could companies pay their employees’ salaries in cryptocurrency for consumption in a virtual reality? Or as salary in kind? The absence of a legal framework covering these possibilities makes them difficult to implement for the time being. It will also be necessary for the courts and tribunals to reach decisions on such an innovative issue. […]
How to reduce the employer’s liability in work-related accidents with a preventive culture
As a basic foundation of occupational risk prevention obligations, Law 31/1995 of November 8, 1995 (LPRL) establishes the employer as the principal guarantor of the health and safety of the employees under its charge, given that it is the title holder of the authority of management and organization of the company. This involves liability on […]
Can employers require workers to get the COVID-19 vaccine?
In Spain, there is no law backing the mandatory vaccination of citizens. Spanish labor law does not contain any legal provision in this regard, either. Therefore, employers cannot retaliate against employees who are not vaccinated or do not have a COVID-19 passport. Another matter is the possibility of adopting measures to ensure employees’ health and […]
The professional classification system may conceal remunerative discrimination between men and women
Companies should check whether there are positions that, despite belonging to different professional groups or categories, perform the same functions and should therefore receive the same salary. Could there be indirect gender discrimination if a company remunerates its staff according to the applicable sectorial collective bargaining agreement tables? Is remunerative discrimination possible if the functions […]