Electronic notifications, medical discharge and failure to return to work: guidelines for businesses in light of Order ISM/541/2026
On 1 September 2026, Order ISM/541/2026 of 27 May came into force, amending the system for electronic notifications and communications within the Social Security Administration. The main change is that individuals who apply for or receive temporary incapacity benefits will receive, by means of […]
Royal Decree 723/2026 extends companies’ obligations to provide information on working conditions
Royal Decree 723/2026, of 9 September, has just been published in the Official State Gazette (BOE). It transposes into Spanish law part of the European legislation on transparent and predictable working conditions, and will come into force twenty days after its publication in the BOE. The new regulation replaces the previous Royal Decree 1659/1998 […]
The Sixth National Collective Agreement for the hospitality sector sets the timeframe for a hearing prior to disciplinary dismissal at two days.
Almost two years after Judgment No. 1250/2024 of 18 November 2024, handed down by the Plenary Session of the Labour Chamber of the Supreme Court, in which the Chamber amended its case-law on the right of workers to be heard and to submit arguments prior to the adoption of a […]
Labour inspections and the company’s registered office: the Supreme Court requires a court order to enter without consent
The Supreme Court has handed down a ruling of particular relevance to companies whose place of work is physically the same as their registered office. The ruling examines whether the Labour and Social Security Inspectorate may freely gain access, without the company’s consent and without a court order, to an industrial unit, office, premises or production facility that also serves as the registered office of a commercial company.
Artificial Intelligence: The Dawn of a New Era
"The emergence of Artificial Intelligence (AI) is creating a paradigm shift that is unprecedented in all industries, and the legal field is no exception, where your domain begins to be something undeniable. This qualitative leap is comparable to the industrial revolution or the emergence of the Internet: this is not a mere incremental improvement, but a radical transformation in the way that it conceives and executes the legal work."
Reform of the termination of the employment contract after Permanent Disability
What has changed with the new law? Until now, when a worker was declared to be in a situation of permanent disability (IP), his contract was terminated automatically and without compensation.
The Impact of Artificial Intelligence on Employment Relations: Employers’ Disciplinary Powers
"In the context of an employment relationship, the artificial intelligence (AI) has emerged as a factor transformer, not only in the products and services that companies offer, but also in your own organizational context of these and their daily interactions with employees. A practical example of the use of AI can be found in the implementation programs of human resource management, task automation, and even the comparative productivity and performance of the perso
Employment Law and Artificial Intelligence Regulation: General Considerations
Since 2024, the European Union has adopted REGULATION (EU) 2024/1689 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 13 June 2024, establishing harmonised rules on artificial intelligence (AI). However, its implementation will be phased in, with different dates of entry into force depending on the specific provisions of the Regulation. The most […]
Emergency circular regarding the cold air mass (DANA): workplace measures in the event of a civil emergency due to weather conditions.
Employment measures in the event of a civil alert due to extreme weather conditions. DANA 2024. This urgent circular, addressed to companies and employees, sets out the employment measures to be implemented in response to the alert due to torrential rain. Although there are no mandatory government restrictions, it is recommended that the following actions be considered: Temporary Lay-offs (ERTE) due to Force Majeure: Companies may implement temporary lay-offs if weather conditions prevent work from being carried out, as in the case of
Royal Decree 1026/2024 on measures to promote equality and non-discrimination for LGBTI people in the workplace
Explanatory summary of Royal Decree 1026/2024 of 8 October, implementing the planned set of measures for equality and non-discrimination of LGBTI people in the workplace. By Ramon Alexandre Salvat of Auris Advocats.