The government has confirmed on Tuesday the definitive approval of the standard that places the maximum working day in Spain in 37.5 hours per week, without harming salaries. This decision is an outstanding advance in socio -labor matters and, according to government sources, it will benefit around 12 million workers. The text, supported by unions and well valued by public opinion, will now go to the Congress of Deputies for processing. If there are no last minute changes, the official State Gazette (BOE) is expected to collect its publication in the coming weeks.
Are you interested in knowing more? The measure aims to improve productivity and strengthen family conciliation, while seeking to strengthen the mental health of employees. Although it generates a certain suspicion in business organizations, the Executive defends that it will offer companies enough flexibility to comply with the law.
When does the new working day of 37.5 hours a week in Spain come into force?
The bill indicates that, once the parliamentary procedure has been exceeded, the rule will enter into force after its official publication. Companies and workers will have an adaptation period until December 31 to adjust collective agreements. Therefore, the first semester of next year is expected to be the progressive implementation period.
The delay produced by a computer blackout The previous week has not prevented the planned deadlines from being fulfilled. In fact, the State Council and the economic and Social Council have already issued their favorable reports. Now, all eyes are put in Congress, where amendments could be introduced that adjust some details of the law.
Mandatory schedule: companies must guarantee precise controls for all workers
One of the fundamental axes of this reform is the implementation of an interoperable and digital time registry. This system will seek to avoid labor fraud and ensure that the day does not exceed the limits established by law. Each employee will register their start and end of day in a personal and verifiable way, and companies will have the obligation to keep these data for four years.
With the new frame, the templates can access their registration history, while the Labor Inspection and the workers of the workers will supervise their compliance. The reason? Ensure that the hourly reduction does not remain only in theory, but translates into a true improvement in working conditions.
The sanctions and the adaptation of collective agreements before December 31
While the reform has the support of the union plants, the employer organizations have expressed concern about the cost it will imply for SMEs and smaller companies. The law includes fines of up to 10,000 euros per worker in case of violating the time registration or breaching the new day. Below is a table with the main deadlines and measures to be taken:
| Date | Action |
|---|---|
| Publication in the BOE | Official entry of the reduction to 37.5 hours per week |
| Until December 31 | Period of adaptation of collective agreements and labor negotiation |
This calendar seeks to offer sufficient margin so that all parties adjust their internal structures and comply with the regulations without putting their economic activity at risk.
Digital disconnection and its impact on conciliation and mental health
Another essential aspect of the law is the protection of the free time of employees. Companies may not demand availability outside the day or send notifications that interrupt rest. This measure aims to combat the so -called “digital presentism” and safeguard staff well -being.
The defenders of the initiative point out that, with the reduced day and the guaranteed digital disconnection, an impulse to productivity and significant relief in working pressure is expected. In addition, the European Commission had already warned of the need to legislate on the overexposure to distance work.
The approval of the 37.5 hour day constitutes a historical step in Spanish labor regulation. Although it remains to be seen the final text that arises from Congress, the current base provides for clear benefits for conciliation and mental health. If you are affected by this reform, you should inform yourself about the changes in your collective agreement and prepare the necessary documentation for an eventual adaptation process. Also, you can Know other employment news on our information web platform.
