Labor and Employment Law
Keys to the temporary contract that companies can enter into with artists, technicians and auxiliary staff
Since the 2021 labor reform, the Workers’ Statute has reinforced the presumption that the employment contract is concluded for an indefinite period, with the temporary contract reserved for exceptional cases. One of these, due to the specialties of the performing, audiovisual and musical arts sector, is the fixed-term artistic employment contract applicable to artists and technical and auxiliary staff. This post explains the characteristics of this contractual modality regulated in Royal Decree 607/2026.Spain - New University Students’ Statute: obligations for external academic placements
As from October 23, 2026, Royal Decree 855/2026 strengthens the requirements governing external academic placements, with a direct impact on training, tutoring, social security coverage and the selection of host companies.‘Transparent and predictable’ working conditions and regulatory suffocation
The transposition of the European Directive on transparent and predictable working conditions introduces new information requirements for companies and raises questions about its scope and how it fits with the Spanish employment law system.What tools does the company have regarding absenteeism?
The constant increase in absenteeism from work and, in particular, in short-term temporary disability processes has become one of the main concerns of companies. While institutions and social agents are looking for solutions, companies are exploring ways of acting. In this post we review the tools available.New labor provisions on hiring workers with disabilities or dependency in Spain
In the domain of labor law, Law 4/2026 amends the rules on reduced working hours, extends the obligation to accommodate the workplace to include family caregivers, requires a clear record certificate for jobs involving regular contact with individuals with disabilities or dependent individuals and amends the legal provisions on special employment centers.Spanish Government extends ban on layoffs until December 2026 and requires the repayment of support if companies do not have mobility plans
Until December 31, 2026, companies receiving direct support payments under Royal Decree-Law 25/2026* cannot lay off employees for reasons related to the crisis in the Middle East, and any companies required to have a mobility plan must repay their support payments if they fail to have a plan in place within the stipulated time limit.Cognitive accessibility in employment: changes that companies must implement before January 2027
The regulations that will come into force on January 2, 2027 develop the basic conditions of cognitive accessibility by establishing specific minimum obligations. In this post, we explain those related to access to employment.Change of hotel operator: key employment points of the transfer of employees
A change of hotel operator can trigger a transfer of undertakings with direct implications on the hotel’s employees. Along with receiving a business as a going concern, in most cases the new operator must take on the workers already providing services at the hotel, with all their rights and obligations.