• Fighting against child labor in the world: Spanish companies’ obligations to eradicate it

    On the World Day against Child Labor, we review the obligations that companies in Spain must comply with to eradicate child labor in the world. These measures translate into reporting duties on their own personnel and those of the companies in their value chain in terms of human rights, including child labor. 
  • The definition of ‘person with disability’ for the calculation of the 2% quota

    The definition of the concept of ‘person with disability’ includes those who have been recognized permanent total disability (PTD), full permanent disability (FPD) or mayor invalidity (MI) pensions and pensioners of passive classes who have a retirement pension or retirement pension for permanent incapacity for service or futility. The latest regulatory changes and those expected would corroborate the possibility of these people being employed and, therefore, counting towards the 2% quota. However, the Supreme Court has just modified its doctrine to conclude otherwise in cases of FDP or MI.
  • How the Supreme Court counts periods of inactivity in seasonal contracts

    We analyze the rulings of the Spanish Supreme Court on how periods of inactivity in seasonal contracts are counted for seniority bonus, loyalty bonus, professional promotion or severance pay. 
  • Finally approved the accumulation of lactation leave, the application priority of regional collective bargaining agreements and unemployment assistance protection

    After the previous royal decree-law that introduced these novelties was not validated, which was derogated, Royal Decree-Law 2/2024 has been published, which approves them again with certain changes, such as the possibility of extending the application priority to provincial collective bargaining agreements.
  • Reduction of the maximum working hours: 4-day week or fewer hours in annual calculation?

    The question of whether to reduce working hours is being analyzed in different countries. There has been much comment in recent years about the possible reduction of the working week to 4 days. However, this change is not exempt from debate due to the impact it will have on the business organization. For a legislative change in this respect, the formula for implementing this reduction is still to be decided: eliminating one working day a week or reducing the maximum working hours on an annual basis.
  • Regulation prohibiting products made with forced labor from entering the EU market approved

    The European Commission will set up a database of specific geographic areas or products where there is a risk of forced labor.
  • Severance payments in the European context

    Despite unfounded rumors, the Council of Europe has not yet ruled on the complaint filed by UGT against the compensation system in Spain. These rumors are creating enormous confusion and are based on highly questionable arguments.
  • Labor and Employment Newsletter - April 2024

    En la Newsletter Laboral de Garrigues recopilamos las novedades legales más relevantes en el ámbito del derecho del trabajo en España.
  • Occupational risk prevention, in adaptation phase to a new working environment

    Close to the World Day for Safety and Health at Work, we review some of the challenges posed by occupational risk prevention and its regulation, such as, for example, achieving its true integration into company management, the framework of corporate responsibilities, considering different types of companies or the preventive legal status of self-employed workers.
  • Updated the minimum contribution bases to the SMI for 2024

    Following the approval of the minimum interprofessional salary (SMI) for 2024, Order PJC/281/2024, of 27th March, amending the contribution order for 2024 (Order PJC/51/2024, of 29th January), has been published in the Official State Bulletin, definitively establishing the minimum contribution bases.