Now the labor reform is fully operative, its effects on employment and on employment contracts are starting to be delineated quite clearly. Looking beyond the objectives announced by the lawmakers and the aims sought by proponents of the change to the legislation, the behavior of the labor market allows us to identify the trends that will predictably take shape while the legal framework introduced by Royal Decree-Law 32/2021 is in effect.
Supreme Court reiterates that it is lawful to readjust time off work for union duties for union delegates where size of workforce reduces
Existence of proof breaching fundamental rights in a dismissal proceeding may result in dismissal being held null and void or unjustified depending on its connection with termination of the employment contract
Unilateral reduction of pay supplement is a breach of employer’s salary obligation and worker’s right to claim it does not become statute-barred
National Social Court holds to be invalid a clause requiring workers to provide personal email addresses to employer
Justified dismissal of employee who took leave that had been denied when requested from employer
Madrid High Court ratifies dismissal on the ground of engaging in private activities during remote working hours
The Ministry of Equality has prepared, together with the Ministry of Employment and employee and employer representatives, an informative document that seeks to facilitate compliance with pay audit obligations.
Listed companies should aim to have at least 40% of non-executive director positions filled by members of the under-represented sex, or 33% of all director positions, including executive directors. The deal also sets out guidelines for selection processes.