How to adapt your company to new labour regulations
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The new labour regulations force companies to make an effort to adapt if they have not already adopted them. We explain how they can be implemented to stay up to date.
New labour regulations: how to adapt them to companies
In 2025, a series of obligations for companies come into force or are updated, especially in terms of reduced working hours, equality, digital disconnection or other areas. These will be included in the Workers’ Statute and some are binding for all companies, while others only from a certain volume.
Labour law is gradually incorporating new duties that union representation can claim. And that the opportunity cost of not adopting them in a timely manner is high. In the worst case, we are talking about not being able to contract with the administration; in the worst, of substantial economic sanctions and, even, in extreme cases, of subsidiary criminal liability. All this must be taken into account.
Precisely, because these new labour regulations have a point of complexity, we explain them better.
Take note, that this will interest you:
1. Reduction of working hours during 2025
Before December 31, 2025, the new working day of 37.5 hours per week will have to be applied in all companies. And this will force, for example, those collective agreements where it is not included to be duly updated. This year will be one of transition and progressive implementation, so it is recommended that, from January, the hourly reduction is already considered.
The truth is that, although there is a consensus with the unions, there are no fixed and determined deadlines for implementation. And this introduces an element of added complexity for companies. It’s not just about having to adapt, but about not being sure at what time of the year the mandatory reduction will begin. For that reason, it is convenient, as far as possible, to have specialised labour advice.
An essential point must be noted: this hourly reduction is done without salary reduction. That is, all complements and revaluations by CPI that are recognised, will also be incorporated. Hence, it is important to know what the deadlines are.
2. Updated equality plans
Companies with more than 50 workers are obliged to implement Equality Plans. These documents must contain the measures to be implemented to avoid discrimination on the basis of gender, sexual orientation and to ensure equal opportunities through a register of remuneration.
These measures, for example, must include anti-harassment protocols and, without prejudice to what the ordinary justice decides, an element of internal management. In this way, the company avoids being an accused party in a criminal judgement, because it has applied compliance policies. And, in addition, it should be noted that, if you do not have these plans, the company will not be able to contract with the public administrations.
It should be noted that equality plans already existed. However, this circumstance has now been extended to other groups. For example, since March 2024, a protocol against LGTB harassment must be included. Consequently, this regulation is updated and we must be aware of it.
3. New digital disconnection labour regulations
Digital disconnection is another of the rights that have been recently recognised for workers and that must be made effective during 2025. What does this novelty mean in its broadest sense? Not only the possibility of disconnecting mobile devices from work outside working hours, but also the possibility of not receiving any type of communication from superiors. This, which was already included in article 20 of the ET, will be emphasised.
It should be noted that, with the extension of teleworking, this point becomes more important, if possible. Calls may not be made, but WhatsApps, emails or internal messages could be sent by group chat. Well, with these new measures, this possibility would be eliminated outside of working hours. And, we indicate, this has to be applied with the worker’s working hours.
What will this imply? That companies will have to set very clearly to their managers and middle managers at what time they can’t call. Not in vain, that disconnection is a right in the broadest sense of the term. Therefore, and to avoid legal problems, you also have to adapt.
In short...
The new labour regulations of 2025 force companies to make additional efforts to comply with them. Therefore, having a labour counselling service is especially interesting. At Orihuela Costa Advisory we have what you need to help you. Contact us and we will inform you!
