Labor and Employment Law
Declarations of permanent disability and their impact on employment contracts
Law 2/2025 seeks to adapt Spanish regulations to the approach taken at an international level and in Europe, to the protection of situations of disability in the workplace; the result however gives rise to numerous interpretation doubts.Spain: The permanent incapacity ceases to be grounds for automatic termination of the employment contract from May 1, 2025
Law 2/2025 comes into force on May 1, 2025, which eliminates the automatic termination of the employment contract due to permanent incapacity and makes it conditional on the employee’s will and the possibility of adaptation of the position or relocation by the company. It also introduces the suspension of the benefit for permanent incapacity when the employee performs a job that is incompatible with it and establishes that the conflicts that arise regarding termination in these cases will be heard in an urgent judicial proceeding.Countdown to the implementation of company mobility plans in Catalonia
August 10, 2025 is the deadline for certain workplaces located in Catalonia (Spain) to adopt a company mobility plan, which must be drawn up with the participation of the workforce and is subject to a report from the competent territorial authority in matters of mobility.Work center or place of work? A difference that marks important legal obligations
Determining whether a physical space where one or more employees provide services is a work center is crucial because this qualification gives rise to several specific formal obligations, which do not exist if it is not and it is just a mere place of work.The key role of good faith in the reduction and adaptation of working hours due to legal guardianship
The improvements introduced in recent years in rights of work-life balance consisting of reducing or adapting the working day have created interpretative doubts about their application and possible scope. Conflicts have arisen when, for example, the company considers that the case on which the person is relying is not accredited, or when there is no balance between the right of the person requesting the measure and the organizational needs of the company. In these cases, the courts and tribunals are giving a key role to the good faith that must exist between both parties.Mexico: INFONAVIT Law and Federal Labor Law amended to include new obligations for employers
On February 21, 2025, the reform that amends and repeals various provisions of the Law of the National Workers' Housing Fund Institute (INFONAVIT) and the Federal Labor Law was published in the Official Journal of the Federation (DOF) to include new obligations for employers in socially oriented housing.The urban legend of the ‘digital nomad’
Legend has it that in Spain there are ‘digital nomads’ who can work from here for foreign companies from outside the European Union. But this legend does not explain what employment legislation is applicable and what social security system covers them. We will see below that there is no regulatory answer to these doubts because Spain has only regulated a visa and a residence permit.