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The Spanish Council of Ministers has approved a new Royal Decree that will expand the information companies must provide to employees about the conditions of their employment relationship. The rules are not yet in force, so companies do not currently need to apply the new requirements. However, it is advisable to understand the announced changes
From 1 August 2026, all companies will have six months to report the main or sole occupation of their workers to the General Treasury of Spanish Social Security. This new obligation is included in Royal Decree 643/2026 and affects all employees registered under any of the company’s contribution account codes. However, the information will not
Artificial intelligence is already part of the daily work of many companies. However, its use requires clear and responsible criteria. For this reason, the European Union approved the European Artificial Intelligence Regulation, known as the AI Act, which establishes obligations for companies that develop or use certain AI systems. From 2 August 2026, new transparency
Since 8 July 2026, entities benefiting from grants for training for employment may receive up to 80% of the amount awarded in advance. Spanish Order TES/679/2026 modifies the payment system for these grants so that entities have access to a larger part of the funding from the start of the training activity. However, grant award
In recent weeks, several labour developments have emerged which, although they affect different types of companies, have one point in common: they require a review of labour operations. These changes refer to the compensation of certain public holidays, electronic notifications from Spanish Social Security in incapacity processes and the importance of time recording in remote
Retiring does not necessarily mean an immediate exit from professional activity. In many companies, especially family businesses, SMEs or businesses managed directly by shareholders or directors, the transition into retirement requires planning. From 28 August 2026, new measures will come into force in Spain that broaden the possibilities of combining a retirement pension with a
Pay transparency will become one of the major labour challenges for companies in 2026. Directive (EU) 2023/970 strengthens the application of the principle of equal pay between women and men for the same work or work of equal value. As a result, it introduces new information, justification and control obligations regarding companies’ pay policies. Member
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
In the first days of April, numerous updates to collective bargaining agreements have been published at both sectoral and regional levels, directly impacting labour costs and regulatory compliance in Spain. These measures include salary revisions, new agreements and technical corrections affecting companies across different sectors. In the following alert, we outline these new developments. 2026
The publication of the 2026 contribution order requires many companies to review their payroll, social security contributions and labour costs. Although this is a regular annual update, this year introduces changes that should be carefully analysed, particularly given their effect from 1 January 2026. Order PJC/297/2026, dated 30 March, sets out the Social Security contribution
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