Government moves to require more contract details for workers
The government is nearing approval of a rule that will mandate companies to spell out key terms directly in the employment contract or in an attached appendix. The information will cover the base wage, any supplements, how payments are made and on what schedule, as well as working hours, conditions, the trial period, and how a contract could end. The aim is to guarantee clearer terms for workers and improve certainty around pay and benefits. The measure also highlights part time roles, which currently account for a sizable share of employment in Spain, with women representing a large majority of these workers.
Transposing a European directive into national law for organizations about transparent working conditions remains a task still pending for the administration, delayed by about a year and a half. Since August 2022, member states have been expected to adapt their legal systems, but Spain has not completed the process. The measure is being debated in parliament, with the Labour ministry signaling a possible legal challenge if needed. The State Official Bulletin (BOE) noted the developments at the start of February, as reported in national press. [Attribution: El Periódico de Cataluña; Prensa Ibérica group]
Yolanda Díaz tackles concerns about high salaries among business leaders
The latest policy document from the Labour Party outlines that when starting a job, employers must provide a detailed summary of compensation either in the contract or in a dedicated annex. For example, the initial base pay, any bonuses, and the method and frequency of payment must be specified in the draft seen by media outlets. While many contracts already include these details, it is common for salary references to be vague or rounded up in practice. The Labour Party now calls for transparent disclosure of salaries and bonuses in precise figures, and it points to additional benefits or holiday arrangements that should be clearly listed as well. [Attribution: El Periódico de Cataluña; Prensa Ibérica group]
Negotiations around the directive have centered on improving how information is shared with workers to reduce information gaps at the outset of employment. The contract or its annex should clearly state trial periods, the workplace location where duties will be performed, and the terms for ending the relationship. These elements should be evident from day one of the employment relationship. [Attribution: Government briefings; parliamentary sources]
Part-time reform and its implications
Sources close to the discussions indicate that the reform introduces new rules for part-time contracts. The Ministry of Labor is considering a requirement for employers to provide minimum three days notice for any additional hours offered to part-time staff. Since many part-time workers are women who may juggle caregiving or other commitments, this rule is intended to improve security and support work-life balance. It also gives workers a clearer path to taking extra hours when they want them, rather than relying on uncertain scheduling. [Attribution: Labour Ministry briefings; expert consultations]
Critics from business groups argue that this reduces internal scheduling flexibility for companies. They say the rule may complicate workforce planning by limiting how shifts are allocated. The reform would also set out what happens if extra hours are scheduled with less notice than required. In such cases, workers would be entitled to pay for those hours that were worked or promised. [Attribution: CEOE commentary; industry analysis]
Currently, labor law allows part-time employees to take on additional hours beyond the contracted ones if both sides agree. Typically, a weekly base schedule is set, along with a pool of hours distributed over the year to meet fluctuating demand. The new plan would mandate a three-day notice period for any change. If a company cancels hours without honoring the notice, workers could receive compensation for the hours they would have worked. [Attribution: Legislative summaries; policy briefs]
The proposal also opens the door for part-time employees to waive these extra hours unilaterally under specific conditions. For example, participation in training, care duties, or other factors could influence whether extra hours are feasible. This aims to preserve flexibility where possible while protecting workers who need predictable schedules. [Attribution: Policy analysis; union reflections]