The 2025 labour reform in Spain is already on the table. And although not everything has been finalised, some things are clear: the working week is changing, working hours are being tightened and the use of temporary contracts is being restricted. For companies, this means reorganising, reviewing contracts and adapting. Now it is time to update processes and ways of working. Let’s get down to business.
37,5 hours per week
The standard working week will be reduced from 40 to 37.5 hours per week. This will be implemented progressively until December 2025, with no reduction in pay. In other words, less time is worked for the same pay.
For many companies, this means reorganising shifts and functions. If you have multiple teams or a continuous operation, it may be necessary to rework schedules. If you have staff on the minimum wage, the cost per hour goes up. The new SMI is €1,184 per month in 14 payments, which means almost €10 per hour. This needs to be taken into account when budgeting, especially if you have a lot of staff in that wage bracket.
It is not an insurmountable measure, but it does require planning. It is not enough to cut two hours and leave everything the same. The important thing is to take a good look at how it affects day-to-day life.
Mandatory digital time control
Time recording will be compulsory and digital. No manual clocking-in or home-made systems. The Labour Inspectorate will require that clock-in, clock-out and break times are documented in a system that can be easily audited. Failure to comply can cost up to €10,000 per worker.
Beyond the fine, the real risk is in claims. If an employee asks to review their overtime and there is no reliable record, it will be difficult to defend themselves. And this does not only affect large companies. Small businesses, shops, workshops… all will have to adapt.
It is advisable to implement a system that fits the size and type of activity of the company. At Confianz we have helped companies to do this in a simple way, without major costs or technical complications.
Fewer temporary contracts
One of the main objectives of this reform is to reduce temporary work. The use of temporary contracts will be further limited, requiring clear and concrete justification. The aim is to make permanent contracts the norm, not the exception.
In addition, the protection of permanent-discontinuous workers is strengthened. The 1.5 coefficient will once again be applied to their contributions, which improves their access to benefits such as unemployment benefits. For companies, this may entail a small increase in social costs, but above all it forces them to review whether this figure is being used appropriately.
This will affect sectors with high seasonality or high turnover. But even in more stable companies, it is worth reviewing recruitment policies. What was once taken for granted may now be subject to sanctions.
Right to disconnection and work organisation
Another point that is starting to gain more weight is the right to disconnect outside working hours. It is not forbidden to write a WhatsApp at 8pm, but it is frowned upon if it is a regular occurrence. Companies will have to reinforce their internal protocols and put in writing when and how staff can be contacted outside working hours.
Moreover, this intersects with changes in working hours and time control. If you reduce the hours, if you control the times more, you also have to rethink the communication channels and the way you coordinate teams.
This does not always require big changes, but it does require some consistency. You can’t ask for efficiency with fewer hours if you don’t provide the tools to organise the work better.
The 2025 labour reform in Spain brings important but acceptable changes. Shorter working hours, more control, more stable contracts. It is not necessary to reinvent the company, but it is necessary to stop and think about how it affects each area. In many cases, it is a matter of adjusting processes and anticipating what is coming.
If you want to review how the reform affects your team or just be prepared, let’s talk.