{"id":19342,"date":"2026-09-16T13:27:30","date_gmt":"2026-09-16T11:27:30","guid":{"rendered":"https:\/\/www.gestingral.com\/?p=19342"},"modified":"2026-11-14T17:18:37","modified_gmt":"2026-11-14T16:18:37","slug":"new-labour-regulations-whats-changing","status":"publish","type":"post","link":"https:\/\/www.gestingral.com\/en\/new-labour-regulations-whats-changing\/","title":{"rendered":"New labour regulations: What&#8217;s changing?"},"content":{"rendered":"<div class=\"fusion-fullwidth fullwidth-box fusion-builder-row-1 fusion-flex-container has-pattern-background has-mask-background nonhundred-percent-fullwidth non-hundred-percent-height-scrolling\" style=\"--awb-border-radius-top-left:0px;--awb-border-radius-top-right:0px;--awb-border-radius-bottom-right:0px;--awb-border-radius-bottom-left:0px;--awb-flex-wrap:wrap;\" ><div class=\"fusion-builder-row fusion-row fusion-flex-align-items-flex-start fusion-flex-content-wrap\" style=\"max-width:1310.4px;margin-left: calc(-4% \/ 2 );margin-right: calc(-4% \/ 2 );\"><div class=\"fusion-layout-column fusion_builder_column fusion-builder-column-0 fusion_builder_column_1_1 1_1 fusion-flex-column\" style=\"--awb-bg-size:cover;--awb-width-large:100%;--awb-margin-top-large:20px;--awb-spacing-right-large:1.92%;--awb-margin-bottom-large:20px;--awb-spacing-left-large:1.92%;--awb-width-medium:100%;--awb-order-medium:0;--awb-spacing-right-medium:1.92%;--awb-spacing-left-medium:1.92%;--awb-width-small:100%;--awb-order-small:0;--awb-spacing-right-small:1.92%;--awb-spacing-left-small:1.92%;\"><div class=\"fusion-column-wrapper fusion-column-has-shadow fusion-flex-justify-content-flex-start fusion-content-layout-column\"><div class=\"fusion-text fusion-text-1\"><p>The Government has approved the new Royal Decree 723\/2026, which <strong>will come into force on 5 October 2026<\/strong> and reinforces the information obligations that companies must provide to workers. We explain the main changes.<\/p>\n<p><span style=\"font-size: 14px; line-height: 21px;\">However, for workers who <strong>are already employed when the regulation comes into force<\/strong>, 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 <strong>30 working days<\/strong>, as long as this information has not already been made available to them.<\/span><\/p>\n<\/div>\n<table style=\"width: 100%; border-collapse: collapse; font-family: Arial, sans-serif; font-size: 14px;\">\n<tbody>\n<tr style=\"background-color: #1f4e79; color: white;\">\n<th style=\"padding: 10px; border: 1px solid #ddd;\">Area<\/th>\n<th style=\"padding: 10px; border: 1px solid #ddd;\">What&#8217;s changing?<\/th>\n<th style=\"padding: 10px; border: 1px solid #ddd;\">Impact on the company<\/th>\n<\/tr>\n<tr>\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Initial information<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">The essential information must be provided before the employment relationship starts.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Review hiring and onboarding processes.<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Pay<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">More detail on base salary, supplements, variable pay and how it is calculated.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Review pay policies and incentives.<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Working time<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Detailed information on schedules, shifts and the distribution of working hours.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">More planning and documentary control.<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Irregular distribution<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Notice periods and reference periods must be specified.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Less room to change schedules without notice.<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Fixed-discontinuous contracts<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Information on periods of activity and inactivity.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">More transparency and legal certainty.<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Probationary period<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">The conditions and assessment criteria must be disclosed.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Better traceability of assessments.<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Training<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Workers must be informed of their right to training.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Update employment documentation.<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Algorithms and AI<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Information on automated systems that affect working conditions.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">New technological transparency obligation.<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Equality and work-life balance<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Information on equality plans, work-life balance, protocols and LGTBI measures.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Centralise and update documentation.<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Termination of the contract<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Information on procedures and notice periods.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">More preventive information for the worker.<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Collective agreement<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">More information on duration, publication and ultra-activity.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">More complete contractual information.<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Social Security and social welfare benefits<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Information on voluntary improvements and pension plans.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Include it in contracts and annexes.<\/td>\n<\/tr>\n<tr>\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Contract changes<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Changes must be notified before they are applied.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Create internal communication procedures.<\/td>\n<\/tr>\n<tr style=\"background-color: #f7f7f7;\">\n<td style=\"padding: 10px; border: 1px solid #ddd;\"><strong>Existing contracts<\/strong><\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">The worker may request any outstanding information.<\/td>\n<td style=\"padding: 10px; border: 1px solid #ddd;\">Mandatory reply within 30 working days.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<div class=\"fusion-text fusion-text-2\"><p>The reform does not introduce major new rights, but it does considerably increase companies&#8217; documentary obligations. This will force many organisations to review contracts, annexes, internal procedures and coordination between the Human Resources and Labour departments.<\/p>\n<p><span style=\"font-size: 14px; line-height: 21px;\">For this reason, we recommend <strong>reviewing and adapting the employment contract templates and the employment documentation given to workers<\/strong>, since, once the regulation comes into force, it will be necessary to provide considerably more detailed information on their working conditions.<\/span><\/p>\n<\/div><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":16,"featured_media":19347,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1160],"tags":[],"class_list":["post-19342","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>New labour regulations: What&#039;s changing? 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