Do you really know what you can expect from your employees… and what you can’t?
Employee obligations are not just a legal checklist to comply with. They are, in reality, the foundation on which a company’s day-to-day operations are built—or broken.
When everyone clearly understands what is expected of them, everything flows better: fewer misunderstandings, fewer mistakes, and fewer conflicts. But when these obligations are unclear or poorly managed, problems begin to arise—low performance, internal tensions, and, in many cases, legal risks that appear when you least expect them.
Applying these obligations correctly is not just about “following the law.” It’s about building more accountable teams, creating stable work environments, and running a business that doesn’t rely on constantly putting out fires.
In Spain, these obligations are mainly regulated by the Estatuto de los Trabajadores, as well as by collective agreements and internal company policies. However, the key is not just knowing the law—it’s knowing how to apply it effectively in your company’s daily operations, without friction or uncertainty.
Employee obligations under labor law
The main employee obligations are set out in Article 5 of the Estatuto de los Trabajadores. Below, we analyze them in detail with practical examples:
1. Fulfilling job duties
Employees must perform their duties according to their contract and follow the employer’s instructions.
Practical example:
An administrative employee must handle documentation and internal processes while meeting deadlines and procedures.
📌 Repeated failure to comply may lead to disciplinary action.
2. Following employer instructions
Employees must follow instructions as long as they are legal and reasonable.
Key aspects:
- They must comply with the law
- They must not violate fundamental rights
- They must be related to the role
Example: organizational changes, new tools, or task redistribution.
3. Complying with occupational risk prevention
According to the Ley de Prevención de Riesgos Laborales, employees must ensure their own safety and that of others.
They must:
- Properly use protective equipment (PPE)
- Follow safety protocols
- Report potential risks
📌 Non-compliance may result in disciplinary or even legal consequences.
4. Not competing with the company
Employees must not engage in activities that constitute unfair competition.
Clear example:
- A salesperson working simultaneously for a competing company without authorization
There may also be a post-contractual non-compete agreement.
5. Contributing to productivity
Employees are expected to actively contribute to business development.
This includes:
- Meeting reasonable targets
- Maintaining a professional attitude
- Suggesting improvements when possible
📌 This is increasingly linked to performance evaluations.
6. Complying with internal company rules
This includes:
- Internal policies
- Code of conduct
- Digital usage policies
Example: proper use of corporate email or adherence to working hours.
Differences depending on collective agreements and sectors
Employee obligations may vary depending on the applicable collective agreement.
| Sector | Specific features |
| Industry | Stronger focus on safety compliance |
| Office roles | Confidentiality requirements |
| Retail | Flexible schedules |
| Tech | Digital tool usage policies |
📌 This is why companies must adapt obligations to their specific context.
Consequences of non-compliance
Failure to meet obligations may result in different penalties depending on severity.
Types of misconduct
- Minor: delays or occasional issues
- Serious: disobedience or negligence
- Very serious: fraud, unfair competition, or repeated misconduct
Possible disciplinary actions
- Verbal or written warning
- Suspension without pay
- Disciplinary dismissal
📌 Procedures must follow legal requirements and collective agreements.
Employee obligations vs employee rights
Understanding the balance is key:
| Employee obligations | Employee rights |
| Perform duties | Receive salary |
| Follow instructions | Right to rest |
| Respect internal rules | Health and safety |
| Avoid competition | Equality and fairness |
📌 This balance ensures a healthy and legally compliant work relationship.
Real-life examples in business management
In practice, companies often face issues such as:
- Employees not respecting schedules
- Misuse of digital tools
- Failure to follow safety protocols
- Conflicts due to disobedience
Managing these situations correctly requires technical knowledge and expert advice to avoid legal risks.
Frequently asked questions about employee obligations
What are the basic obligations of an employee?
To perform their job, follow instructions, respect company rules, avoid competition, and ensure workplace safety.
Can an employee refuse to follow instructions?
Yes, but only if:
- They are illegal
- They pose a health risk
- They violate fundamental rights
What happens if an employee fails to meet their obligations?
They may face disciplinary action, including dismissal.
Do obligations vary depending on the contract?
Yes, depending on the role, collective agreement, and agreed conditions.
How can a company prevent non-compliance?
- Clearly defining roles
- Establishing internal policies
- Providing continuous training
- Seeking labor law advice
How GM Integra can help
At GM Integra, we help companies properly manage employee obligations and ensure full labor law compliance.
Through our 👉 labor legal advisory services, we offer:
- Expert guidance on labor regulations
- Internal policy and code of conduct design
- Disciplinary process management
- Support during labor inspections
- Conflict prevention
Additionally, if you want to optimize administrative management, our 👉 payroll outsourcing service helps you save time, reduce errors, and ensure compliance.