{"id":11186,"date":"2026-02-20T09:26:00","date_gmt":"2026-02-20T08:26:00","guid":{"rendered":"https:\/\/gmintegrarrhh.com\/?p=11186"},"modified":"2026-02-19T12:55:15","modified_gmt":"2026-02-19T11:55:15","slug":"2026-labor-law-updates-key-changes-in-legislation-and-employment","status":"publish","type":"post","link":"https:\/\/gmintegrarrhh.com\/en\/2026-labor-law-updates-key-changes-in-legislation-and-employment\/","title":{"rendered":"2026 Labor Law Updates: Key Changes in Legislation and Employment"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">The 2026 labor law updates have already begun to shape the year with clarity and impact.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">After months of dialogue, the Government has officially published the <\/span><a href=\"https:\/\/www.boe.es\/boe\/dias\/2026\/02\/19\/pdfs\/BOE-A-2026-3815.pdf\" target=\"_blank\" rel=\"noopener\"><b>new Salario M\u00ednimo Interprofesional (SMI) for 2026<\/b><\/a><span style=\"font-weight: 400;\">, while also reinforcing the approach to working time registration and advancing the implementation of the European pay transparency framework.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you manage teams, lead a Human Resources department, or run a company, understanding these changes is not optional: it allows you to anticipate actions, avoid penalties, and strengthen your compliance model.<\/span><\/p>\n<p><a href=\"https:\/\/gmintegrarrhh.com\/en\/hr-services\/labor-legal-advisory\/\" target=\"_blank\" rel=\"noopener\"> <img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-10606 size-full\" src=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica.png\" alt=\"asesoria laboral juridica\" width=\"2212\" height=\"453\" srcset=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica.png 2212w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-300x61.png 300w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-1024x210.png 1024w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-768x157.png 768w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-1536x315.png 1536w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-2048x419.png 2048w\" sizes=\"auto, (max-width: 2212px) 100vw, 2212px\" \/> <\/a><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 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\/2026-labor-law-updates-key-changes-in-legislation-and-employment\/#Working_Time_Register_More_Demanding_More_Traceable\" >Working Time Register: More Demanding, More Traceable<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/gmintegrarrhh.com\/en\/2026-labor-law-updates-key-changes-in-legislation-and-employment\/#%F0%9F%8E%A7_Learn_more_about_Digital_Disconnection_and_Working_Time_Registration_in_our_podcast\" >\ud83c\udfa7 Learn more about Digital Disconnection and Working Time Registration in our podcast:<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/gmintegrarrhh.com\/en\/2026-labor-law-updates-key-changes-in-legislation-and-employment\/#What_is_expected_in_2026\" >What is expected in 2026?<\/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\/2026-labor-law-updates-key-changes-in-legislation-and-employment\/#Official_SMI_Increase_for_2026_Already_Published_in_the_BOE\" >Official SMI Increase for 2026: Already Published in the BOE<\/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\/2026-labor-law-updates-key-changes-in-legislation-and-employment\/#What_does_this_mean_in_practice\" >What does this mean in practice?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/gmintegrarrhh.com\/en\/2026-labor-law-updates-key-changes-in-legislation-and-employment\/#Pay_Transparency_A_Turning_Point_from_June_2026\" >Pay Transparency: A Turning Point from June 2026<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/gmintegrarrhh.com\/en\/2026-labor-law-updates-key-changes-in-legislation-and-employment\/#Key_elements_of_pay_transparency\" >Key elements of pay transparency<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/gmintegrarrhh.com\/en\/2026-labor-law-updates-key-changes-in-legislation-and-employment\/#GM_Integra_Strategic_Support_for_the_2026_Labor_Updates\" >GM Integra: Strategic Support for the 2026 Labor Updates<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Working_Time_Register_More_Demanding_More_Traceable\"><\/span><b>Working Time Register: More Demanding, More Traceable<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Working time registration continues to be one of the most closely monitored areas by the Inspecci\u00f3n de Trabajo.<\/span><\/p>\n<p><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2015-11430&amp;p=20251204&amp;tn=1#a34\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Article 34.9 of the Estatuto de los Trabajadores<\/span><\/a><span style=\"font-weight: 400;\"> establishes the obligation to record the daily start and end of working time:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cThe company shall guarantee the daily working time register, which must include the specific start and end time of each employee\u2019s working day, without prejudice to the flexible working time arrangements established in this article.\u201d<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"%F0%9F%8E%A7_Learn_more_about_Digital_Disconnection_and_Working_Time_Registration_in_our_podcast\"><\/span><span style=\"font-weight: 400;\">\ud83c\udfa7 <\/span><b>Learn more about Digital Disconnection and Working Time Registration in our podcast:<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><iframe loading=\"lazy\" title=\"Desconexi\u00f3n Digital #6\" width=\"1200\" height=\"675\" src=\"https:\/\/www.youtube.com\/embed\/I8R55N63I0I?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<h3><span class=\"ez-toc-section\" id=\"What_is_expected_in_2026\"><\/span><b>What is expected in 2026?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">When assessing a working time recording system, the Inspecci\u00f3n requires:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Personal, immediate records that cannot be unilaterally modified.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The ability to export information.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Secure remote access for employees.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Delivery of a summary together with each payroll.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Recording of breaks, overtime, and <\/span><a href=\"https:\/\/gmintegrarrhh.com\/en\/remote-work-law-spain\/\"><b>remote work<\/b><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Access for employee representatives where applicable.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Penalties for non-compliance may range from <\/span><b>\u20ac751 to \u20ac7,500<\/b><span style=\"font-weight: 400;\"> depending on severity and recurrence. However, the real risk arises in litigation where the record cannot be properly defended from a documentary standpoint.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Official_SMI_Increase_for_2026_Already_Published_in_the_BOE\"><\/span><b>Official SMI Increase for 2026: Already Published in the BOE<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">One of the most relevant <\/span><b>2026 labor updates <\/b><span style=\"font-weight: 400;\">is now official: the Salario M\u00ednimo Interprofesional (SMI) has been set at <\/span><b>\u20ac1,221 gross per month in 14 payments<\/b><span style=\"font-weight: 400;\">, with retroactive effect from January 1, 2026, and exempt from IRPF taxation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This represents a <\/span><b>3.1% increase compared to the 2025 SMI <\/b><span style=\"font-weight: 400;\">\u2014 which stood at \u20ac1,184 in 14 payments \u2014 and amounts to \u20ac17,094 gross annually for full-time work.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"What_does_this_mean_in_practice\"><\/span><b>What does this mean in practice?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Because the increase applies retroactively from January 1, 2026, companies must:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Update payroll for employees earning the SMI.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Pay back pay if salaries were lower during January and February.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Adjust Social Security contributions and assess potential tax impacts according to labor and Seguridad Social regulations.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Additionally, the regulation establishes that payments in kind may not effectively reduce this minimum threshold.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Although employer associations did not join the agreement in several cases, the measure has been endorsed by the Consejo de Ministros and is expected to benefit approximately <\/span><b>2.5 million workers in Spain<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Pay_Transparency_A_Turning_Point_from_June_2026\"><\/span><b>Pay Transparency: A Turning Point from June 2026<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Among the major 2026 labor updates is also the entry into force of <\/span><a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/EN\/TXT\/PDF\/?uri=CELEX:32023L0970\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Directive (EU) 2023\/970<\/span><\/a><span style=\"font-weight: 400;\"> on pay transparency, which will apply from <\/span><b>June 7, 2026<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Spain already had regulations on pay equality, such as:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Article 28 of the Estatuto de los Trabajadores.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The Registro retributivo.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">RD 901\/2020 on equality plans.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">However, the new Directive raises the level of compliance and expands both rights and obligations.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Key_elements_of_pay_transparency\"><\/span><b>Key elements of pay transparency<\/b><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Job offers:<\/b><span style=\"font-weight: 400;\"> must include an indicative salary range.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Individual right to information:<\/b><span style=\"font-weight: 400;\"> any employee may request information about their remuneration and the average\/median pay of comparable positions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>End of mandatory salary confidentiality clauses.<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/gmintegrarrhh.com\/en\/equal-pay-companies-regulation-gender-pay-gap\/\"><b>Gender pay gap<\/b><\/a><b> above 5%:<\/b><span style=\"font-weight: 400;\"> obligation to carry out a justification study and, if necessary, implement a corrective plan.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Reversal of the burden of proof<\/b><span style=\"font-weight: 400;\"> in discrimination litigation cases.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Implementation will be gradual depending on company size, with stricter requirements for larger organizations from 2027 onwards.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Penalties for non-compliance may be significant, particularly in cases of deliberate discrimination.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"GM_Integra_Strategic_Support_for_the_2026_Labor_Updates\"><\/span><b>GM Integra: Strategic Support for the 2026 Labor Updates<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The 2026 labor updates do not have to be a source of stress, but they do require attention and planning.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At <\/span><b>GM Integra<\/b><span style=\"font-weight: 400;\">, we work to ensure that your company not only complies with regulations but does so with maximum legal certainty and foresight.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Adapting to regulatory changes is a challenge. Doing so with strategy and proper guidance is a competitive advantage.<\/span><\/p>\n<p><a href=\"https:\/\/gmintegrarrhh.com\/en\/hr-services\/labor-legal-advisory\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-10606 size-full\" src=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica.png\" alt=\"asesoria laboral juridica\" width=\"2212\" height=\"453\" srcset=\"https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica.png 2212w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-300x61.png 300w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-1024x210.png 1024w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-768x157.png 768w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-1536x315.png 1536w, https:\/\/gmintegrarrhh.com\/wp-content\/uploads\/2026\/01\/EN_asesoria-laboral-juridica-2048x419.png 2048w\" sizes=\"auto, (max-width: 2212px) 100vw, 2212px\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The 2026 labor law updates have already begun to shape the year with clarity and impact. After months of dialogue, the Government has officially published the new Salario M\u00ednimo Interprofesional (SMI) for 2026, while also reinforcing the approach to working time registration and advancing the implementation of the European pay transparency framework. If you manage teams, lead a Human Resources department, or run a company, understanding these changes is not optional: it allows you to anticipate actions, avoid penalties, and strengthen your compliance model. Working Time Register: More Demanding, More Traceable Working time registration continues to be one of the most closely monitored areas by the Inspecci\u00f3n de Trabajo. Article 34.9 of the Estatuto de los Trabajadores establishes the obligation to record the daily start and end of working time: \u201cThe company shall guarantee the daily working time register, which must include the specific start and end time of each &#8230; <a title=\"2026 Labor Law Updates: Key Changes in Legislation and Employment\" class=\"read-more\" href=\"https:\/\/gmintegrarrhh.com\/en\/2026-labor-law-updates-key-changes-in-legislation-and-employment\/\" aria-label=\"Read more about 2026 Labor Law Updates: Key Changes in Legislation and Employment\">Read more<\/a><\/p>\n","protected":false},"author":13,"featured_media":11195,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_gspb_post_css":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[2],"tags":[],"class_list":["post-11186","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articulos","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50","no-featured-image-padding"],"acf":[],"_links":{"self":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/11186","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=11186"}],"version-history":[{"count":2,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/11186\/revisions"}],"predecessor-version":[{"id":11188,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/11186\/revisions\/11188"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/media\/11195"}],"wp:attachment":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/media?parent=11186"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/categories?post=11186"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/tags?post=11186"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}