On 15 September, Royal Decree 723/2026 was published, transposing Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union. The new Royal Decree will enter into force on 5 October 2026 and will entail a significant increase in the information that employers must provide to their workers.
Among other developments, the Royal Decree substantially expands the minimum content of the contractual information to be provided, incorporating matters relating to the organisation of working time, remuneration, algorithmic decision-making systems, equality plans, protocols on the prevention of harassment, measures aimed at ensuring the genuine and effective equality of LGBTI people and certain procedures relating to changes to, or termination of, the employment relationship.
The Royal Decree also lays down new requirements regarding the form and timing of the provision of this information, as well as specific rules for employment relationships already in force when it enters into effect.
In this Labour Flash, we analyse the main practical implications for employers and the measures we recommend adopting to ensure proper compliance with the new information obligations.
In this Employment Flash, we analyse the main practical implications for employers and the measures we recommend adopting to ensure proper compliance with the new information obligations.
We also summarise the most recent labour case law of the Spanish Supreme Court, including judgments on working time records and overtime, variable remuneration schemes, trade union elections, length-of-service bonuses and the guarantee of indemnity.
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