Labor
The digitization of electronic notifications in disability processes seeks to reduce delays and control expenditure
On 1 September 2026, Order ISM/541/2026, of May 27, came into force, extending the obligation to receive notifications and communications from Social Security by electronic means to those who apply for or receive benefits for temporary or permanent disability or permanent non-disabling injuries. The measure is part of a broader process of digitalization of disability management that ultimately responds to the structural problems posed by absenteeism from work in Spain.Company agreement versus sectoral agreement: when can the former prevail?
The company collective agreement can be shielded against the sectoral agreement. The key is in time: if the agreement came into force before the sectoral one, it prevails in all matters, including wages. If, on the other hand, the company agreement comes later, it will only have priority in limited matters.Spain - Absenteeism, artificial intelligence, mobility, and much more: seven months of current labor issues
The first half of 2026 has been marked by new challenges for companies in areas as diverse as absenteeism management, artificial intelligence, pay transparency, and sustainable mobility. We have compiled the posts published so far this year, reviewing some of the issues that have dominated the legal and labor debate in recent months.Flexible retirement: more incentives and new formulas to return to the labor market from August 28, 2026
From 28 August 2026, Spanish retirees will have more options to return to the labor market without completely giving up their pension. Royal Decree 416/2026 opens the door for the first time to making retirement compatible with self-employment and improves conditions for those who opt for part-time employment. In this post we explain the most relevant new features of the flexible retirement reform.Protocols against adverse weather phenomena: anticipation for a better organization of work
Extreme weather events are no longer exceptional: heat waves, torrential rains and storms erupt more frequently, forcing companies to rethink their work organization. This post analyses how action protocols in the face of climatic contingencies are consolidating themselves as essential tools for managing situations that may affect work activity in an anticipated and orderly manner.The Labor Inspectorate’s access to the workplace located at the company’s registered office
Without prior consent of the company, the Labor and Social Security Inspectorate (L&SSI) needs judicial authorization to access the registered office and the workplace located therein when there is no appreciable physical separation between the two and it has not informed of its desire to access only the workplace area.The company does not always have to adapt the position in the event of a permanent disability
The idea has spread that any situation of permanent disability of an employee forces the company to adapt their position, relocate them and/or make reasonable adjustments, but this is not always the case. The suspension of the employment contract with reservation of a job when the employee’s situation of disability can be reviewed for improvement that allows their reinstatement still exists.Mexico raises the standard of protection against AI in the artistic sector and tightens contractual obligations
A new reform to the Federal Labor Law (FLL) and the Federal Copyright Law (FCL) seeks to strengthen the protection of the labor rights of all individuals engaged in activities within the artistic field, ensuring fairer and more equitable working conditions in the exercise of their profession.Chile: The Labor Directorate redefines its position and rules that the determination of minimum services must precede the start of collective bargaining
The Labor Directorate changes its criteria and now requires that minimum services and emergency teams be qualified before initiating collective bargaining. Without such qualifications, the process cannot begin or must be suspended, with a direct impact on companies’ labor planning.