{
  "id": 12350613,
  "title": "Las nuevas exigencias a las empresas para incluir en un contrato laboral que entraron en vigor el 5 de octubre",
  "url": "https://urgent.news/2026/10/06/las-nuevas-exigencias-a-las-empresas-para-incluir-en-un-contrato",
  "topic": "business",
  "section": "Business",
  "published": "2026-10-06T09:25:37.000Z",
  "source": {
    "name": "Expansion ES",
    "slug": "expansion-es",
    "url": "https://www.expansion.com/economia/2026/10/05/6ac33802468aeb661e8b4570.html"
  },
  "original_language": "es",
  "account": "Since October 5, 2026, companies in Spain must inform workers about the algorithms they use to determine their working conditions, such as task assignment, shifts, salary, promotion, or contract termination. This requirement aims to ensure workers have a clear and written understanding of essential aspects of their employment relationship from the start. The new regulation replaces the outdated Real Decreto 1659/1998 and updates companies' obligations regarding work conditions. The Servicio Público de Empleo Estatal (SEPE) has provided a model document outlining essential contract elements and information for workers. Companies now have to provide detailed information about contract duration, working hours, wages, probationary period, applicable collective agreement, and specific labor organization conditions before workers start their job. A significant change is the obligation to supply general information on essential labor relationship elements before the beginning of work. The new rule also strengthens transparency and legal security regarding temporary contracts, predictability of working hours, and the use of automated systems that may impact labor conditions. Companies must provide more precise information on temporary contracts' expected duration, the termination date if determined, and circumstances justifying temporary status. Workers with previous contracts can request updated information within 30 weeks, receiving it within one month. Employers must also inform employees in writing about any changes to their working conditions. The decree introduces strict restrictions to prevent precariousness and fraudulent use of flexible business mechanisms. It specifies that new workers should receive information about the exact probation period duration, which cannot exceed six months unless justified by job nature, worker's interest, or the need to evaluate employment suitability in case of suspension. The regulation also introduces new information obligations regarding hours and work time, especially for jobs with variable schedules or partially unpredictable work patterns. Companies must inform employees about the periods when they may be required to provide services, criteria for organizing work time, and factors determining workday predictability.",
  "summary": "Este lunes 5 de octubre entra en vigor el RD 723/2026 , la norma por la que las empresas están obligadas desde hoy a especificar por escrito en el contrato laboral asuntos como el sueldo, tipo de contrato y distribución de la jornada laboral, los sistemas algorítmicos o de inteligencia artificial y los planes de igualdad o acoso, entre otras medidas. Leer",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 1,
    "also_reported_by": []
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}