The Spanish Government has recently announced three major labour law updates that will impact both workers and businesses in Spain. These measures include a reduction in weekly working hours, new regulations on digital disconnection rights, and the introduction of a paid leave policy for extreme weather conditions.
With these changes, companies and employees must adapt to a new regulatory framework aimed at improving work-life balance, productivity, and workplace safety. Below, we analyse each of these reforms in detail and their implications for the Spanish labour market.
Reduction of the Working Week to 37.5 Hours
The Spanish Council of Ministers is expected to approve the reduction of the standard working week from 40 to 37.5 hours, without any salary reduction, in early February. This measure will be implemented progressively until the end of 2025, giving businesses time to adjust. The goal is to improve work-life balance and promote greater workplace efficiency.
Key aspects of the reform:
- Employees will maintain their salaries despite the reduction in working hours.
- The transition will be gradual to allow businesses to adapt more effectively.
- The measure aims to improve job quality and reduce workload stress.
- Businesses and employees will need to renegotiate collective agreements to implement the reduced working hours in each sector.
- Companies that adopt the measure in advance may receive tax incentives.
This reform is the result of negotiations between the Government and social partners, seeking to balance working hours with both employee and employer needs.
Digital Disconnection Rights
Another major update is the strengthening of digital disconnection rights. This regulation protects employees outside their working hours by ensuring they are not required to respond to emails, messages, or calls beyond their contracted working time. This is particularly beneficial for remote workers.
Key points to consider:
- The regulation applies to all industries and contract types.
- Companies must establish internal policies to guarantee digital disconnection.
- The measure aims to prevent work-related stress and improve employees’ mental health.
- Employment contracts must include specific clauses addressing digital disconnection.
- Labour inspectors may impose fines on companies that fail to comply with these rules.
Failure to respect this right could result in financial penalties, particularly in cases where excessive connectivity requirements are imposed on employees outside working hours.
New paid leave for extreme weather conditions
The Spanish Workers’ Statute will include a new paid leave of up to four days for employees unable to travel to their workplace due to extreme weather conditions. This applies to events such as severe storms, heavy snowfall, or other climatic disruptions that pose a safety risk.
Important considerations:
- The leave is subject to official weather alerts.
- It applies to extreme weather conditions that make commuting dangerous or impossible.
- Companies may implement remote work as an alternative where possible.
- Employees must inform their company if they are unable to travel due to weather-related reasons.
- Certain industries may be eligible for economic compensation due to disruptions caused by the policy.
This measure aims to provide greater security and flexibility for employees during adverse weather conditions, reducing the risk of accidents while ensuring job continuity.
What are the implications for businesses and workers?
The introduction of these three reforms represents a significant shift in labour organisation for businesses. Both the reduction in working hours and the reinforcement of digital disconnection rights will require adjustments in human resource management and operational planning. At the same time, the new paid leave for extreme weather conditions establishes a clear regulatory framework for climate-related workplace disruptions.
For businesses:
- Adjusting work schedules and shifts to comply with the new working hours.
- Implementing internal digital disconnection policies to avoid fines.
- Updating remote work policies to address extreme weather conditions.
For employees:
- Improved work-life balance and reduced stress levels.
- Clearer regulations regarding working hours and availability.
- Greater safety assurances when commuting in hazardous weather conditions.
If you need guidance on how to adapt your business to these new regulations, LEIALTA has a team of experts in labour law who can help you implement these changes efficiently and in compliance with current legislation.
Stay informed about these updates and prepare for their implementation in the coming months.
