Labour measures coming into effect in Spain in 2026

Throughout 2026, several labour measures are expected to enter into force or continue developing, affecting companies, international professionals and individual employers operating in Spain. Some have already been officially announced, others are still pending final regulatory approval, and several of them will form part of the new strategic lines of the Ministry of Labour.

This overview brings together some of the key labour changes to monitor in 2026, helping HR teams and employers strengthen their planning and ensure full compliance with Spanish employment regulations.

Extension of parental leave for birth and childcare

Among the measures approved during 2025, the extension of parental leave for birth and childcare to 19 weeks per parent, under Royal Decree-Law 9/2025, is especially relevant. The measure has been in force since 31 July 2025 and will be fully applied throughout 2025–2026, meaning companies must already be adapting to this new framework.

Organisations will need to update internal procedures for communication, leave management and return-to-work arrangements, review temporary replacement policies, and adjust workforce planning to incorporate longer protected leave periods.

New “Internship Statute”

Another major measure expected to enter into force in 2026 is the Internship Statute, still pending final approval but confirmed by the Ministry of Labour as part of next year’s regulatory agenda.

Its purpose is to clearly define what constitutes a training internship and in which circumstances it should be considered an employment relationship. The new rules are expected to introduce standards on supervision, maximum duration, limits on the number of interns, and consistent conditions for both companies and educational institutions. The intention is to ensure internships have genuine educational value and prevent them from being used to replace ordinary jobs.

Companies with internship programmes will need to review their internal processes and documentation to ensure compliance once the new framework is approved.

Strategic Plan of the Labour Inspectorate

The Spanish Ministry of Labour has already outlined the priorities of the upcoming Strategic Plan of the Labour Inspectorate, expected to take effect from 2026. Although the final document has not yet been published, the main areas of reinforced oversight are known.

The strategy will focus on issues that have generated a significant number of non-compliance cases in recent years. Key priorities include:

• Monitoring the correct use of temporary and training contracts, particularly in high-turnover sectors.
• Supervision of working-time recording and digital time-tracking systems, with particular attention to remote work.
• Increased inspections related to occupational risk prevention, especially in small companies.
• Stronger oversight of remote, hybrid and flexible working arrangements and the associated employer obligations.

The expectation is that the plan will lead to more targeted and digitalised inspection campaigns, meaning many companies will need to review their hiring practices, time-tracking procedures and preventive documentation.

Occupational risk prevention obligations for domestic workers

Since November 2025, households employing domestic workers in Spain are required to comply with Occupational Risk Prevention (ORP) obligations in the home where services are provided. This means that the family home is now legally considered a workplace for prevention purposes.

The regulation requires employers to carry out a risk assessment adapted to the tasks performed, the layout of the home, and its working conditions, and to implement the preventive measures needed. They must also provide the domestic worker with clear information about the risks identified and how to avoid them.

This regulatory shift strengthens the protection of a group that had no specific preventive framework until now, marking a significant step forward in recognising their labour rights.

How to prepare for these labour changes in 2026

Adapting to these measures will require companies to review internal protocols, preventive documentation, leave and absence models, internship programmes and systems used to control working hours. Proper planning will help organisations anticipate potential issues and reinforce legal certainty.

At LEIALTA, our Labour Consultancy team supports companies and individual employers in interpreting and applying these developments. We help organisations adapt their internal policies and comply with the labour obligations that will shape 2026 in Spain.