The Government has approved the new Royal Decree 723/2026, which will come into force on 5 October 2026 and reinforces the information obligations that companies must provide to workers. We explain the main changes.
However, for workers who are already employed when the regulation comes into force, it will not be necessary to automatically provide them with all of this information. Nevertheless, if the worker requests it, the company must provide it within a maximum of 30 working days, as long as this information has not already been made available to them.
| Area | What’s changing? | Impact on the company |
|---|---|---|
| Initial information | The essential information must be provided before the employment relationship starts. | Review hiring and onboarding processes. |
| Pay | More detail on base salary, supplements, variable pay and how it is calculated. | Review pay policies and incentives. |
| Working time | Detailed information on schedules, shifts and the distribution of working hours. | More planning and documentary control. |
| Irregular distribution | Notice periods and reference periods must be specified. | Less room to change schedules without notice. |
| Fixed-discontinuous contracts | Information on periods of activity and inactivity. | More transparency and legal certainty. |
| Probationary period | The conditions and assessment criteria must be disclosed. | Better traceability of assessments. |
| Training | Workers must be informed of their right to training. | Update employment documentation. |
| Algorithms and AI | Information on automated systems that affect working conditions. | New technological transparency obligation. |
| Equality and work-life balance | Information on equality plans, work-life balance, protocols and LGTBI measures. | Centralise and update documentation. |
| Termination of the contract | Information on procedures and notice periods. | More preventive information for the worker. |
| Collective agreement | More information on duration, publication and ultra-activity. | More complete contractual information. |
| Social Security and social welfare benefits | Information on voluntary improvements and pension plans. | Include it in contracts and annexes. |
| Contract changes | Changes must be notified before they are applied. | Create internal communication procedures. |
| Existing contracts | The worker may request any outstanding information. | Mandatory reply within 30 working days. |
The reform does not introduce major new rights, but it does considerably increase companies’ documentary obligations. This will force many organisations to review contracts, annexes, internal procedures and coordination between the Human Resources and Labour departments.
For this reason, we recommend reviewing and adapting the employment contract templates and the employment documentation given to workers, since, once the regulation comes into force, it will be necessary to provide considerably more detailed information on their working conditions.
