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The Spanish employment panorama incorporates key new developments following recent rulings by the Supreme Court and several High Courts of Justice, which affect union time credit, mandatory training, non-competition agreements and digital pre-contracts.
In addition, there is the preliminary draft of the Statute of the Trainee and the implementation of occupational risk prevention in domestic employment. A set of changes with a direct impact on labour management.
The Spanish labour framework is advancing with rulings and reforms that have a direct impact on labour management: reasonable control of union time credit, validity of non-competition agreements, mandatory training as working time, binding digital pre-contracts, regulation of internships and new obligations in domestic employment.
The Supreme Court confirms that companies can request a generic justification of trade union time credit without infringing freedom of association.
The SCJ of Madrid upholds the validity of a post-contractual non-competition agreement and recognises the agreed financial compensation to the employee.
The Supreme Court confirms that mandatory training linked to legal or safety requirements must be counted as actual working time.
The Preliminary Draft of the Statute of the Trainee seeks to combat precariousness and guarantee quality training practices with greater rights and controls.
Employer families must assess risks, train and inform their workers and implement preventive measures by November 2025.
An offer on InfoJobs and its confirmation by WhatsApp are considered as a pre-employment contract with indemnity effects.