{"id":13575,"date":"2026-11-05T08:30:04","date_gmt":"2026-11-05T07:30:04","guid":{"rendered":"https:\/\/bloglaboral.garrigues.com\/?p=13575"},"modified":"2026-11-04T16:56:40","modified_gmt":"2026-11-04T15:56:40","slug":"transparent-working-conditions-recommendations-for-companies-after-the-first-month-of-application-of-the-new-obligations","status":"publish","type":"post","link":"https:\/\/bloglaboral.garrigues.com\/en\/transparent-working-conditions-recommendations-for-companies-after-the-first-month-of-application-of-the-new-obligations","title":{"rendered":"Transparent working conditions: recommendations for companies after the first month of application of the new obligations"},"content":{"rendered":"

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.<\/strong><\/p>\n

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Royal Decree 723\/2026, of September 9<\/a>, which entered into force on October 5, 2026, partially transposes Directive (EU) 2019\/1152 and repeals Royal Decree 1659\/1998, which until now regulated the information to be provided to employees on the essential elements of the employment contract.<\/p>\n

This regulation, applicable to employment relationships of more than four weeks\u2019 duration, significantly expands the points on which information must be provided. By way of example, compared to Royal Decree 1659\/1998, which was limited to requiring the amount of the basic salary and salary supplements and their frequency, the method of payment must now also be indicated, as well as the method of calculation and the criteria for receiving the variable items. As for the collective bargaining agreement, it is no longer enough to identify it: its code, date of publication, validity and, where appropriate, situation of ultra-activity must be indicated. It also incorporates, among other things, voluntary enhancement of conditions and pension plans, the assumptions and the procedure for modifying conditions, training, algorithmic systems or equality. The information must be provided before the start of the relationship, and the company must keep proof of its delivery.<\/p>\n

The rule establishes a duty of information, and not a new source of obligations: rights and obligations continue to be regulated by legal and regulatory provisions, collective bargaining agreements, the will of the parties expressed in the contract, and uses and customs in the terms of article 3.1 of the Workers\u2019 Statute.<\/p>\n

In line with this, before the entry into force of the regulation, the SEPE published on its website<\/a> the template \u201cInformation document on the essential elements of the employment contract\u201d, without modifying the contract models, except for work in fishing and seafarers.<\/p>\n

Recommendations and precautions<\/strong><\/p>\n

After the first month of application of the new regulation, practical questions emerge about how to comply with this duty. Here are some recommendations and precautions for preparing the information document on the essential elements of the employment contract that is given to employees:<\/p>\n