In the coming months, labour law changes are expected to focus particularly on risk prevention, work organisation and the increase in employer obligations in Spain.
In this alert, we explain what is currently known about these changes and upcoming reforms.
Reform of the Occupational Risk Prevention Law in Spain
After nearly 30 years without significant updates, the Spanish Government has approved, in its first reading, the draft reform of the Spanish’s Occupational Risk Prevention Law.
Following the high number of workplace accidents recorded in Spain in 2025, the reform aims to shift the focus of the law: prevention will move from being a formal obligation to becoming a real requirement within business management.
Among the main proposed changes are:
- Strengthening control over companies, especially SMEs.
- Possible reduction of the threshold requiring in-house prevention services.
- Introduction of new roles such as territorial prevention agents.
- Greater emphasis on risks that have so far been less regulated, such as psychosocial, digital and climate-related risks.
Increased requirements without proportional adaptation
One of the main concerns for businesses is that the increase in obligations may be implemented without clear differentiation based on the size or resources of each company.
SMEs may be affected by:
- Increased organisational and administrative burden.
- The need to assume additional responsibilities without sufficient internal structure.
- A higher risk of sanctions.
The challenge will be to strike a balance between effective protection and operational feasibility.
Sustainable mobility: a new labour obligation on the horizon
In this context, another relevant change is emerging for companies and the future of work: the implementation of sustainable mobility.
Companies will be required to implement workplace mobility plans, which will directly affect work organisation by promoting collective transport, remote work and the reduction of commuting.
In certain cases, these obligations are expected to become mandatory from 2027, with a direct impact on internal management and employee relations.
A broader context: labour costs and new reforms
These are not isolated changes. The labour environment in 2026 is also shaped by other relevant regulatory developments:
- Possible changes to severance payments.
- Reduction of working hours.
- A new internship statute.
- Increased pressure on labour costs and social security contributions.
All of this takes place within a regulatory framework that is moving towards stronger employee protection and greater demands on companies.
A structural shift in labour management
In this context, companies are advised to:
- Review their occupational risk prevention systems from a practical, not merely formal, perspective.
- Anticipate the organisational impact of new obligations.
- Assess their internal capacity to meet these requirements.
- Integrate labour management into their overall business strategy.
Labour management is no longer limited to regulatory compliance. Prevention and work organisation are becoming central elements of the model.
At LEIALTA, our labour advisory team supports companies in adapting to this evolving environment, providing a perspective that combines compliance, structure and strategic decision-making.
