Tres nuevas exigencias para las empresas en los contratos: salarios, jornada laboral y periodo de prueba

Three new requirements for businesses in contracts are now mandatory: salaries, working hours, and trial periods. The government has given companies 20 days to adapt the formulation of new employment contracts. This change is specified in the royal decree which transposes the European directive on transparent and predictable labor conditions.

The new directive primarily concerns information on salary, working hours, and the trial period. Although the measure does not modify any existing law and therefore does not need to pass through Congress, it does change the dynamics that will directly impact the human resources areas of companies, requiring them to adapt to the new regulation.

Even for contracts already in effect, the norm endorsed by the second vice president, Yolanda Díaz, gives companies 30 days to provide this information once requested by the worker. A key novelty is the obligation to detail the elements subject to evaluation during the trial period. The contract, or the document accompanying the worker, must specify in writing the specific tasks, functions, and concrete experiences that make up the evaluation during this period.

The duration must also be fixed, as well as whether a collective agreement extends the period beyond the legal limit of six months, in which case the extension must be expressly justified by duly assessed reasons.