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New obligations to inform employees about working conditions now in force Noticias 21 october 2026 Since 5 October 2026, Royal Decree 723/2026 of 9 September has been in force. It implements Article 8.5 of the Spanish Workers’ Statute (Estatuto de los Trabajadores) and partially transposes Directive (EU) 2019/1152. FUENTE: VACIERO AUTOR: VACIERO Comunication

The regulation sets out the information that employers must provide to their employees regarding the essential terms of the employment relationship, and it replaces the former Royal Decree 1659/1998.

Who does it apply to?

It applies to companies and employees subject to the Workers’ Statute, including special employment relationships and public sector employees, subject to the specific features of their own regulations.

The general information obligations apply to employment relationships lasting more than four weeks.

What information must employers provide?

Employers must provide written information on:

• Contract and job position: identity of the parties, start date, duration, place of work, professional group and duties.
• Fixed-term employment: the reason justifying the contract and its duration.
• Remuneration: base salary, supplements, variable components and method of payment.
• Working hours and holidays: schedule, distribution of working time, overtime, shifts and annual leave.
• Contractual terms: probationary period, training, and procedures for amending and terminating the contract.
• Algorithmic systems: the use of automated systems affecting working conditions, including information on their criteria and how they operate.
• Equality and work-life balance: equality plans, work-life balance measures, anti-harassment protocols and applicable LGBTI measures.
• Collective agreement and Social Security: the applicable collective agreement, the collaboration system in Social Security management, voluntary improvements and pension plans.

In certain cases, this information may be provided through precise references to the applicable legislation or collective agreement.

When and how must it be provided?

• Before the employment relationship begins, in writing, either on paper or in electronic format.
• Changes: must be communicated no later than the day on which they take effect.
• Existing contracts: the information must be provided at the employee’s request, within a maximum of 30 working days.
• Work abroad: additional information must be provided on the posting, remuneration, expenses and repatriation conditions, where applicable.

Employers must keep proof that the documentation was delivered or received.

Penalties

The Royal Decree does not establish a specific penalty regime, nor does it amend the Spanish Law on Infringements and Penalties in the Social Order (LISOS). Any breaches may fall, as appropriate, under Articles 6 and 7 of the LISOS.

What should companies do?

Companies should review and update their employment contract templates and information documents to include the new requirements on remuneration, working hours, algorithmic systems, equality and other working conditions.

They must also ensure that this information is delivered within the established deadlines and keep documentary evidence of its communication to employees.