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 stablishes the general obligation of companies to adopt appropriate measures for the adaptation of the workplace and the accessibility of the company for people with disabilities.

The new Royal Decree 707/2026, of September 2, regulates minimum obligations for companies to guarantee cognitive accessibility in employment for people with a degree of disability equal to or greater than 33% and an intellectual disability. Failure to comply could lead to the imposition of sanctions in accordance with the regime on equal opportunities, non-discrimination and universal accessibility, set out in the Revised Text of the Law on Infringements and Sanctions in the Social Order, approved by Royal Legislative Decree 5/2000, of August 4.

Specifically, companies must review that from January 2027 they will comply with the following minimum obligations:

  1. Job offers and selection processes. Companies will have to publish the offers in simple language and offer, at no cost and without this being a cause for exclusion from the selection process, the possibility of adapting the job interview.
  2. Documentation for the prevention of occupational risks. Training and information on emergency protocols and action guidelines must have an easy-to-read version.
  3. Clocking and authentication systems. Personnel management platforms must allow identification without a memorized password, as well as the possibility for the person to choose the access alternative best suited to their cognitive abilities; establish double verification systems for sending information; and offer remote assistance in its use.
  4. Means of communication and adaptations. People should be able to use their usual means of augmentative and alternative communication. They can request adaptation of documents necessary for the tasks entrusted to them and for the meetings in which they participate.

If the adaptation entails a disproportionate burden for the company, it must communicate it to the person who requested it in writing and in a cognitively accessible way.

Companies will have to communicate any change in task or relevant information for the fulfilment of the objectives, at least in writing, also conveying it orally, if required by the person concerned.

  1. Reasonable accommodation. Companies will have to provide support systems (to be reviewed on a regular basis) and make reasonable accommodation in relation to, inter alia, working hours, allotted times and workload and the possibility of using assistive technologies on request and with the participation of the person concerned.
  2. Internal training. Employees may request that the training be given in compliance with the recommendations of cognitive accessibility, providing documentation in easy reading and alternative formats to the written one (audio of the easy-to-read format, visual supports or through information and communication technologies).
  3. Guides and support people. Companies will have to promote the elaboration of guides and manuals in easy reading, and the designation of a person to accompany the person with disabilities during their incorporation and adaptation to the position.

Companies should review the points listed to implement the changes that allow them to comply with the new regulations. Likewise, it is advisable to establish protocols to channel, analyze and respond to requests for adaptations and adjustments in accordance with the new legal framework.

Paula Quiñones Horcajadas