The legal framework in Spain sets out a series of labor obligations that all companies must comply with, aiming to ensure a fair, equitable, and safe work environment. Every company must comply with the main labor regulations, such as the Workers’ Statute and collective agreements. In addition, regardless of size, they must also implement the following regulations:
- Pay register. All companies must prepare a pay register that ensures equal pay between women and men. This document must include sex-disaggregated data on average salary values and salary supplements, broken down by professional groups, categories, or positions of equal value.
- Pay audit. Companies with more than 50 employees and an equality plan are required to carry out pay audits. These assess salary equity and analyze aspects such as work-life balance, promotion opportunities, and potential pay gaps.
- Mandatory working hours record. All companies are required to keep a record of working hours, showing the start and end times of each employee’s workday. This record must be kept for at least four years and be available for the Labor Inspectorate.
- Collective agreement insurance. This insurance is essential to cover possible compensations in case of occupational illness, work-related accidents, incapacity, or death. Some agreements also require coverage for permanent disabilities due to common illnesses.
- Work calendar. The work calendar must be visible at all work centers and include the annual schedule, working days, holidays, rest days, and other non-working days. It should be prepared with prior consultation with employee representatives.
- Occupational risk prevention plan. Employee health and safety are a priority. Companies must carry out risk assessments, implement prevention plans, and offer specific and up-to-date training on the subject.
- Remote work agreement. Remote work requires a written agreement between the company and the employee. This must specify aspects such as equipment management, related expenses, work schedules, and remote work conditions.
- Digital disconnection protocol. Companies must ensure that employees can disconnect digitally during rest periods, leave, or vacations. This protocol guarantees respect for employees’ personal lives.
- Equality plan. Mandatory for companies with more than 50 employees, this document includes measures to ensure equal treatment and opportunities between men and women, eliminating any form of discrimination.
- Whistleblower channel. Companies with more than 50 employees are required to implement an internal reporting system that ensures confidentiality and anonymity, allowing employees to report irregularities safely.
- LGTBI protocol. Companies must have a protocol that promotes real equality for LGTBI people and includes measures to prevent and address harassment or discrimination.
- Sexual and gender-based harassment protocol. It is essential to adopt measures to prevent and address sexual harassment and gender-based harassment, including training actions and codes of good practice.
Complying with these obligations is not only a legal duty but also an ethical commitment to employee well-being and business productivity. Proper implementation of these regulations helps build a healthy and fair work environment, fostering social cohesion and business growth.
Don’t hesitate! Request the free advisory services of the Oficina Económica de Galicia.
