{"id":10004,"date":"2025-10-13T11:46:16","date_gmt":"2025-10-13T09:46:16","guid":{"rendered":"https:\/\/gmintegrarrhh.com\/?p=10004"},"modified":"2025-10-13T12:17:29","modified_gmt":"2025-10-13T10:17:29","slug":"remote-work-law-spain","status":"publish","type":"post","link":"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/","title":{"rendered":"Remote Work Law in Spain: Key Points and Essential Rights for Employees and Companies"},"content":{"rendered":"<div class=\"gb-container gb-container-c0c66827\">\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.boe.es\/buscar\/doc.php?id=BOE-A-2021-11472\" target=\"_blank\" rel=\"noreferrer noopener\">Spain\u2019s remote work law<\/a> arrived in 2021 to bring order to a landscape full of uncertainty. Suddenly, thousands of people were working from home and companies weren\u2019t sure what obligations they had or which rights they needed to guarantee.<\/p>\n\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">The regulation clarified that scenario: it put down in writing what had previously been improvised. But the question we ask today is: is your SME truly complying with everything the law requires?<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_85 counter-hierarchy ez-toc-counter ez-toc-white ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Tabla de contenido<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#The_Remote_Work_Law_in_Spain_Framework_and_Application\" >The Remote Work Law in Spain: Framework and Application<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Difference_Between_Telework_and_Remote_Work\" >Difference Between Telework and Remote Work<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Additional_Provisions_and_Related_Regulations\" >Additional Provisions and Related Regulations<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Rights_and_Obligations_What_Spains_Remote_Work_Law_Says\" >Rights and Obligations: What Spain\u2019s Remote Work Law Says<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Rights_of_People_Who_Telework\" >Rights of People Who Telework<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Obligations_of_Companies\" >Obligations of Companies<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Conditions_for_Implementing_Telework\" >Conditions for Implementing Telework<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Telework_Agreement\" >Telework Agreement<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Schedules_Flexibility_and_Time_Tracking\" >Schedules, Flexibility, and Time Tracking<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Training_and_Upskilling\" >Training and Upskilling<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Data_Protection\" >Data Protection<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#The_Remote_Work_Law_in_Spain_in_the_Public_Sector\" >The Remote Work Law in Spain in the Public Sector<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Impact_of_the_Law_on_Companies_and_Society\" >Impact of the Law on Companies and Society<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Cultural_Changes_in_Organizations\" >Cultural Changes in Organizations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Work%E2%80%93Life_Balance_and_Quality_of_Life\" >Work\u2013Life Balance and Quality of Life<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Practical_Challenges\" >Practical Challenges<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#What_Studies_Reveal_About_Telework\" >What Studies Reveal About Telework<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#Table_of_Rights_and_Obligations\" >Table of Rights and Obligations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/#FAQs_on_Spains_Remote_Work_Law\" >FAQs on Spain\u2019s Remote Work Law<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\" id=\"h-the-remote-work-law-in-spain-framework-and-application\"><span class=\"ez-toc-section\" id=\"The_Remote_Work_Law_in_Spain_Framework_and_Application\"><\/span><strong>The Remote Work Law in Spain: Framework and Application<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The law, called <strong>Law 10\/2021, of July 9, on remote work<\/strong>, marks a turning point in how remote work is organized. Its goal is not to make life harder for companies, but to ensure that this modality is carried out under the same conditions as on-site work\u2014that is, with safety, equality, and recognized rights.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It was born as a direct response to the pandemic, when remote work went from being an occasional option to the usual way of working for millions of people. And although some sectors quickly returned to the office, in others the hybrid model is here to stay.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/gmintegrarrhh.com\/en\/flexible-compensation-gm-integra-rrhh\/banner-para-web-3\/#main#main\" target=\"_blank\" rel=\" noreferrer noopener\"><img decoding=\"async\" src=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2021\/09\/Banner-para-WEB-3-1024x210.png\" alt=\"\" class=\"wp-image-10001\"\/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>What exactly does this law regulate?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 It defines what we mean by remote work, when it applies, which rights workers have, and what obligations companies must meet. In short, it establishes a legal framework so that both employees and organizations play by the same rules.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-difference-between-telework-and-remote-work\"><span class=\"ez-toc-section\" id=\"Difference_Between_Telework_and_Remote_Work\"><\/span><strong>Difference Between Telework and Remote Work<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Here\u2019s an important nuance: not all remote work is telework.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The former includes any activity performed outside the office, whether from home, a coworking space, or even another city.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Telework, by contrast, means those tasks are carried out using technology: a computer, internet connection, digital platforms. In other words, telework is a type of remote work, but not all remote work is telework.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-additional-provisions-and-related-regulations\"><span class=\"ez-toc-section\" id=\"Additional_Provisions_and_Related_Regulations\"><\/span><strong>Additional Provisions and Related Regulations<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The law doesn\u2019t stand alone; it draws on other rules that round out the regulatory framework. For example, the <strong><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2018-16673\" target=\"_blank\" rel=\"noreferrer noopener\">Ley de Protecci\u00f3n de Datos<\/a><\/strong> (because teleworking involves handling sensitive information from home) or the <strong><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-1995-24292\" target=\"_blank\" rel=\"noreferrer noopener\">Ley de Prevenci\u00f3n de Riesgos Laborales<\/a><\/strong> (yes, it also applies in your living room or home office).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In addition, collective bargaining and company agreements play a key role. It\u2019s not about copying and pasting the law, but adapting it to the reality of each company. Each collective agreement can specify particular conditions, as long as it respects the minimum standards set by the law.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-rights-and-obligations-what-spain-s-remote-work-law-says\"><span class=\"ez-toc-section\" id=\"Rights_and_Obligations_What_Spains_Remote_Work_Law_Says\"><\/span><strong>Rights and Obligations: What Spain\u2019s Remote Work Law Says<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-rights-of-people-who-telework\"><span class=\"ez-toc-section\" id=\"Rights_of_People_Who_Telework\"><\/span><strong>Rights of People Who Telework<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The law is clear: anyone working remotely has the same rights as those working on site. This means access to training, equal opportunities for promotion, and stability in working conditions. There\u2019s no room for discrimination.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">One of the most talked-about points is the <strong><a href=\"https:\/\/gmintegrarrhh.com\/en\/behind-the-desk-lidia-casals-gm-integra-hr\/\" target=\"_blank\" rel=\"noreferrer noopener\">right to disconnect<\/a><\/strong>. The idea is simple: no one should receive work messages outside their working hours. Working from home does not mean being available 24\/7. This right aims to protect mental health and prevent burnout.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There\u2019s also the company\u2019s duty to provide the necessary means and tools: computer, software, internet, electricity, etc.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-obligations-of-companies\"><span class=\"ez-toc-section\" id=\"Obligations_of_Companies\"><\/span><strong>Obligations of Companies<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This is where many SMEs get tripped up. The law clearly states that the <strong>company must bear the costs of telework<\/strong>. If someone needs a laptop, a connection, or an ergonomic mouse, it cannot come out of their salary.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">There\u2019s also responsibility for <strong>occupational risk prevention<\/strong>. Even at home, employers must ensure a safe workspace: good lighting, suitable furniture, ergonomic training. The goal is to prevent remote work from causing long-term health problems.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/2ernn1.share-eu1.hsforms.com\/2Xk-hVJ8rQkq47FDU3lG7iA?__hstc=135499246.0bf88c86bf6d8bc357622d180481c6cc.1757578051737.1759997005270.1760346463825.49&amp;__hssc=135499246.39.1760346463825&amp;__hsfp=1461495643\" target=\"_blank\" rel=\" noreferrer noopener\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"210\" src=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/09\/Banner-para-WEB-6-1024x210.png\" alt=\"\" class=\"wp-image-9922\" srcset=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/09\/Banner-para-WEB-6-1024x210.png 1024w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/09\/Banner-para-WEB-6-300x61.png 300w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/09\/Banner-para-WEB-6-768x157.png 768w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/09\/Banner-para-WEB-6-1536x315.png 1536w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2025\/09\/Banner-para-WEB-6-2048x419.png 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-conditions-for-implementing-telework\"><span class=\"ez-toc-section\" id=\"Conditions_for_Implementing_Telework\"><\/span><strong>Conditions for Implementing Telework<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-telework-agreement\"><span class=\"ez-toc-section\" id=\"Telework_Agreement\"><\/span><strong>Telework Agreement<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">It\u2019s not enough to say \u201cwork from home and that\u2019s it.\u201d The law requires a <strong>telework agreement<\/strong> that sets out aspects such as:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What functions will be performed.<\/li>\n\n\n\n<li>Working hours and flexibility.<\/li>\n\n\n\n<li>What happens if there\u2019s a return to the office.<\/li>\n\n\n\n<li>How expenses are compensated.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Another key point: <strong>telework is deemed to exist when at least 30% of the working day is carried out remotely over three consecutive months<\/strong>. In other words, a one-off home-office day does not count.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-schedules-flexibility-and-time-tracking\"><span class=\"ez-toc-section\" id=\"Schedules_Flexibility_and_Time_Tracking\"><\/span><strong>Schedules, Flexibility, and Time Tracking<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Flexibility is one of telework\u2019s big attractions, but also a challenge. Companies must keep a <strong>time record<\/strong> that reflects hours worked. It\u2019s not about surveillance, but about ensuring that labor rights are upheld.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-training-and-upskilling\"><span class=\"ez-toc-section\" id=\"Training_and_Upskilling\"><\/span><strong>Training and Upskilling<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The law also addresses the need for continuous training. Teleworking involves using digital tools, and not everyone is at the same level. That\u2019s why companies must offer training and access to upskilling courses. A trained worker is more efficient and adapts better to change.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-data-protection\"><span class=\"ez-toc-section\" id=\"Data_Protection\"><\/span><strong>Data Protection<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Telework increases the risks associated with handling sensitive information. Companies must guarantee <strong>security measures<\/strong> that prevent leaks or misuse. This includes cybersecurity training, clear protocols, and protection systems suited to the realities of remote work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The <a href=\"https:\/\/www.ilo.org\/es\/publications\/el-teletrabajo-durante-la-pandemia-de-covid-19-y-despues-de-ella-guia-1?utm_source=chatgpt.com\"><strong>Gu\u00eda de la OIT (Organizaci\u00f3n Internacional del Trabajo) sobre teletrabajo<\/strong><\/a> on telework compiles practical recommendations to ensure these measures are properly implemented, creating safe and healthy work environments at a distance as well.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-the-remote-work-law-in-spain-in-the-public-sector\"><span class=\"ez-toc-section\" id=\"The_Remote_Work_Law_in_Spain_in_the_Public_Sector\"><\/span><strong>The Remote Work Law in Spain in the Public Sector<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The public administration has also embraced telework. It operates with specific protocols that allow civil servants to work remotely without losing efficiency or service quality. Here, each autonomous community can add its own rules, always within the general framework of <strong>Law 10\/2021<\/strong>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-impact-of-the-law-on-companies-and-society\"><span class=\"ez-toc-section\" id=\"Impact_of_the_Law_on_Companies_and_Society\"><\/span><strong>Impact of the Law on Companies and Society<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-cultural-changes-in-organizations\"><span class=\"ez-toc-section\" id=\"Cultural_Changes_in_Organizations\"><\/span><strong>Cultural Changes in Organizations<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The law has changed not only where we work, but how we think about work. Many companies have had to digitize at full speed, implement new tools, and shift their culture. The focus is no longer on \u201cclocking in,\u201d but on results.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-work-life-balance-and-quality-of-life\"><span class=\"ez-toc-section\" id=\"Work%E2%80%93Life_Balance_and_Quality_of_Life\"><\/span><strong>Work\u2013Life Balance and Quality of Life<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The big benefit: improved work\u2013life balance. Teleworking allows people to better organize their schedules, reduce commuting, and gain time for their personal lives.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This directly impacts well-being and job satisfaction. In fact, according to the latest <strong><a href=\"https:\/\/www.ine.es\/dyngs\/Prensa\/ETICCE20231T2024.htm\">INE<\/a><\/strong> survey on telework in Spain, the percentage of people working remotely has grown steadily since the pandemic, consolidating a structural change in how we understand employment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Specifically, in the <strong>first quarter of 2024<\/strong>, <strong>37.5%<\/strong> of companies with <strong>10 or more employees<\/strong> allowed telework. That figure rose to <strong>80.4%<\/strong> for companies with <strong>250 or more employees<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">And \u201cthe <strong>average number of days per week<\/strong> that workers teleworked in that period was <strong>2.4<\/strong>.\u201d<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><\/td><td>Q1 2024<\/td><td>Q1 2023<\/td><\/tr><tr><td>Companies that allow telework by their employees<\/td><td>37.5<\/td><td>34.2<\/td><\/tr><tr><td>Percentage of employees who regularly telework<\/td><td>19.8<\/td><td>18.9<\/td><\/tr><tr><td>Average number of telework days per week per employee<\/td><td>2.4<\/td><td>2.4<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-practical-challenges\"><span class=\"ez-toc-section\" id=\"Practical_Challenges\"><\/span><strong>Practical Challenges<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Not everything is perfect. Isolation, difficulty separating personal and professional spheres, and the need to invest in technology are some of the main challenges.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-studies-reveal-about-telework\"><span class=\"ez-toc-section\" id=\"What_Studies_Reveal_About_Telework\"><\/span><strong>What Studies Reveal About Telework<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">There are organizations that have successfully implemented telework, adapting processes and tools to maintain team cohesion and productivity.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At the European level, <strong><a href=\"https:\/\/www.eurofound.europa.eu\/en\/publications\/all\/telework-and-ict-based-mobile-work-flexible-working-digital-age\"><strong>Eurofound<\/strong> <\/a><\/strong>has studied how telework affects both productivity and workers\u2019 well-being, confirming that the benefits are clear\u2014though not without challenges.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-table-of-rights-and-obligations\"><span class=\"ez-toc-section\" id=\"Table_of_Rights_and_Obligations\"><\/span><strong>Table of Rights and Obligations<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><\/td><td>Worker\u2019s Right<\/td><td>Employer\u2019s Obligation<\/td><\/tr><tr><td>Equal treatment<\/td><td>Access to promotions and training<\/td><td>Ensure equality<\/td><\/tr><tr><td>Digital disconnection<\/td><td>Not being available outside working hours<\/td><td>Respect rest periods<\/td><\/tr><tr><td>Costs &amp; equipment<\/td><td>Computer, internet, electricity covered<\/td><td>Bear the costs<\/td><\/tr><tr><td>Prevention<\/td><td>Safe workspace<\/td><td>Provide ergonomics training<\/td><\/tr><tr><td>Training<\/td><td>Access to courses and upskilling<\/td><td>Provide and fund<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Spain\u2019s remote work law is not just a legal requirement; it\u2019s an opportunity. Properly applied, it improves workers\u2019 lives and boosts company productivity. But it requires commitment: adapting policies, investing in training, and keeping team culture alive.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/gmintegrarrhh.com\/en\/flexible-compensation-gm-integra-rrhh\/banner-para-web-3\/#main#main\" target=\"_blank\" rel=\" noreferrer noopener\"><img decoding=\"async\" src=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2021\/09\/Banner-para-WEB-3-1024x210.png\" alt=\"\" class=\"wp-image-10001\"\/><\/a><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">At <strong>GM Integra<\/strong>, we can help you implement telework in your company safely and in compliance with regulations, thanks to our <a href=\"https:\/\/gmintegrarrhh.com\/en\/hr-services\/labor-legal-advisory\/\" target=\"_blank\" rel=\"noreferrer noopener\">specialized labor and legal advisory service<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-faqs-on-spain-s-remote-work-law\"><span class=\"ez-toc-section\" id=\"FAQs_on_Spains_Remote_Work_Law\"><\/span><strong>FAQs on Spain\u2019s Remote Work Law<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>When is a person considered to be working under telework?&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <\/strong>When at least <strong>30% of their working time<\/strong> is carried out remotely over a <strong>three-month<\/strong> consecutive period.<\/li>\n\n\n\n<li><strong>Who must pay telework expenses?<\/strong><strong><br><\/strong>The company is <strong>obliged to cover<\/strong> expenses derived from telework, such as internet, electricity, or necessary equipment.<\/li>\n\n\n\n<li><strong>Is it mandatory to sign a telework agreement?<\/strong><strong><br><\/strong>Yes. There must be a <strong>written agreement<\/strong> specifying conditions, schedules, functions, and compensation.<\/li>\n\n\n\n<li><strong>Can I work outside Spain under telework?<\/strong><strong><br><\/strong>Yes, but it depends on the agreement with the company and the laws of the destination country. It may involve <strong>tax and social security<\/strong> issues, so it\u2019s advisable to put it in writing and consult labor advisory services.<\/li>\n\n\n\n<li><strong>What happens if my company does not comply with the remote work law?<\/strong><strong><br><\/strong>It may face <strong>sanctions and claims<\/strong>, since this is a right regulated by current labor law.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Spain\u2019s remote work law arrived in 2021 to bring order to a landscape full of uncertainty. Suddenly, thousands of people were working from home and companies weren\u2019t sure what obligations they had or which rights they needed to guarantee. The regulation clarified that scenario: it put down in writing what had previously been improvised. But the question we ask today is: is your SME truly complying with everything the law requires? The Remote Work Law in Spain: Framework and Application The law, called Law 10\/2021, of July 9, on remote work, marks a turning point in how remote work is organized. Its goal is not to make life harder for companies, but to ensure that this modality is carried out under the same conditions as on-site work\u2014that is, with safety, equality, and recognized rights. It was born as a direct response to the pandemic, when remote work went from being &#8230; <a title=\"Remote Work Law in Spain: Key Points and Essential Rights for Employees and Companies\" class=\"read-more\" href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/\" aria-label=\"Read more about Remote Work Law in Spain: Key Points and Essential Rights for Employees and Companies\">Read more<\/a><\/p>\n","protected":false},"author":13,"featured_media":10154,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_gspb_post_css":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[],"tags":[],"class_list":["post-10004","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50","no-featured-image-padding"],"_links":{"self":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/10004","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/users\/13"}],"replies":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/comments?post=10004"}],"version-history":[{"count":5,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/10004\/revisions"}],"predecessor-version":[{"id":10014,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/10004\/revisions\/10014"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/media\/10154"}],"wp:attachment":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/media?parent=10004"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/categories?post=10004"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/tags?post=10004"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}