Labor and Employment Law

By June 18, 2022, companies (whether public or private) and public entities, especially those employing 50 or more workers, are obliged to implement a whistleblowing channel so that workers, shareholders, members of corporate bodies, service providers, suppliers and other reporting parties, including within the context of a professional relationship that has since ended, might report breaches of the legislation referring to various areas. 
Decree-Law no. 119/2021, which transformed into national law the EU Directive 2019/1937, was published in the Official Gazette, introducing, among other matters, a set of obligations for companies and public entities regarding the protection of whistleblowers and the creation and implementation of internal channels for reporting of breaches.
Royal Decree Law 6/2022, of March 29, 2020, adopting urgent measures under the National Plan in response to the economic and social consequences of the war in Ukraine, published in the Official State Gazette on March 30, has introduced a number of labor and social security measures that come into effect on March 31, 2022.
The reform of Article 86 of the Workers' Statute maintains, in substance, the previous regulation and the conceptual confusion that characterizes it (it does not clearly delimit the concepts of validity, extension and ultra-activity). The expired agreement will have to be applied (ultra-active) as required by the legislator, but in no case can it be considered legally in force, which has a series of very relevant legal implications.