This July has brought three significant developments in the field of labour law that deserve close attention. They cover very different areas—from a ruling by the Court of Justice of the European Union to the launch of a new simulation tool by the Spanish Social Security system.
Although these measures respond to different needs, they share a common underlying goal: strengthening rights and obligations in the face of structural change. Below, we examine their potential impact, who they affect most directly, and what medium-term implications they may have.
CJEU rules gender gap pension supplement is discriminatory
Firstly, the Court of Justice of the European Union (CJEU) has issued a landmark ruling on the Spanish contributory pension system. Specifically, it finds that the gender gap supplement provided for in Article 60 of the General Social Security Act constitutes sex discrimination, as it is granted almost exclusively to women who have had children.
Moreover, according to the CJEU, the fact that men with comparable employment histories are not eligible for the same supplement breaches the principle of equality enshrined in EU law. The ruling could have both immediate legal consequences and practical effects:
- For workers approaching retirement—particularly men—it opens the possibility of requesting a review of their pension entitlement if they believe they are in a similar situation.
- It brings renewed attention to how public policy addresses structural inequalities and underlines the need for corrective measures that do not themselves give rise to new forms of discrimination.
ILO Convention 191 on a safe and healthy working environment
In the business context, this month’s most notable development is Spain’s ratification of Convention 191 of the International Labour Organization (ILO). This convention recognises the right to a safe and healthy working environment as a fundamental right for all workers.
In other words, it strengthens the existing legal framework on occupational risk prevention and formalises the obligation of member states to implement public policies that promote both physically and psychologically healthy workplaces.
For companies, this entails:
- A need to review and update their prevention protocols. For example, in areas such as psychosocial risks, workplace harassment, stress or digital fatigue.
- A shift towards alignment with more demanding international standards—many of which are likely to be reflected in upcoming legislative reforms.
Therefore, it is strongly advisable for companies and occupational health officers to take a proactive approach: strengthening prevention culture and adjusting safety and health programmes with a strategic mindset.
Launch of INtegraSS
Meanwhle, the third noteworthy development is the launch of INtegraSS, a simulation tool developed by the Spanish Social Security system. It allows for personalised forecasts regarding the sustainability of the public pension system, based on multiple variables.
This is a technical and predictive tool primarily aimed at providing more realistic data and enabling medium- to long-term planning.
It also signals an institutional commitment to transparency, risk analysis and evidence-based decision-making.
Although these updates are highly diverse, examining them together offers a broader picture of the evolving labour landscape in 2025. One in which individual rights, organisational safety and data-driven planning are increasingly prioritised.
Accordingly, our team of experts closely monitors every regulatory change with a strategic and operational outlook. Whether you need to prevent risks, manage claims or prepare for structural reforms, LEIALTA is ready to help you address these developments from your own unique perspective. And, of course, we can adapting to your needs and goals.
