{"id":14545,"date":"2026-09-30T11:16:16","date_gmt":"2026-09-30T09:16:16","guid":{"rendered":"https:\/\/securexrrhh.com\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/"},"modified":"2026-10-14T11:02:06","modified_gmt":"2026-10-14T09:02:06","slug":"nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh","status":"publish","type":"post","link":"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/","title":{"rendered":"New minimum content for employment contracts Royal Decree 723\/2026 | Securex RRHH"},"content":{"rendered":"\n<!-- ===== Paste ALL of this into a WordPress \"Custom HTML\" block ===== -->\n<!-- Upload cover-contenido-minimo-contratos-rd723.png as the FEATURED IMAGE of the post -->\n<style>\n.gmi-post{--navy:#16385c;--blue:#1f6fb2;--accent:#f2911b;--ink:#26303a;--muted:#5a6b7b;--line:#e4ebf1;--soft:#f4f8fb;--green:#1f8a5b;--red:#e0472b}\n.gmi-post,.gmi-post 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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-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#New_minimum_content_for_employment_contracts_what_changes_with_Royal_Decree_7232026\" >New minimum content for employment contracts: what changes with Royal Decree 723\/2026<\/a><ul class='ez-toc-list-level-2' ><li class='ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#What_is_RD_7232026_and_why_does_it_affect_you\" >What is RD 723\/2026 and why does it affect you?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#What_new_information_must_the_contract_include\" >What new information must the contract include?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#1Basic_details_of_the_employment_relationship\" >1Basic details of the employment relationship<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#2Job_position_and_temporary_hiring\" >2Job position and temporary hiring<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#3Salary\" >3Salary<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#4Working_hours_schedules_and_holidays\" >4Working hours, schedules and holidays<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#5Probationary_period_and_training\" >5Probationary period and training<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#6Automated_systems_and_internal_policies\" >6Automated systems and internal policies<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#7Termination_of_the_contract_and_collective_agreement\" >7Termination of the contract and collective agreement<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#8Social_Security_and_other_relevant_conditions\" >8Social Security and other relevant conditions<\/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:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#How_and_when_must_the_information_be_provided\" >How and when must the information be provided?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#What_about_contracts_that_are_already_in_force\" >What about contracts that are already in force?<\/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:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#We_review_and_adapt_your_contract_templates\" >We review and adapt your contract templates<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#What_your_company_should_do_before_5_October\" >What your company should do before 5 October<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#Summary_of_the_new_mandatory_information\" >Summary of the new mandatory information<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#Frequently_asked_questions\" >Frequently asked questions<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/#Get_your_contracts_in_order_before_5_October\" >Get your contracts in order before 5 October<\/a><\/li><\/ul><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h1><span class=\"ez-toc-section\" id=\"New_minimum_content_for_employment_contracts_what_changes_with_Royal_Decree_7232026\"><\/span>New minimum content for employment contracts: what changes with Royal Decree 723\/2026<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<!-- The cover goes in as the FEATURED IMAGE of the post -->\n\n<p class=\"lead\">On 15 September 2026, <strong>Royal Decree 723\/2026 of 9 September<\/strong> was published in Spain&#8217;s Official State Gazette (BOE). It expands the information that companies must provide to their employees about their contract and working conditions. The rule <strong>comes into force on 5 October 2026<\/strong> and requires contract templates to be reviewed. We explain in plain language what changes and what you need to have ready.<\/p>\n\n<div class=\"stats\">\n  <div class=\"stat\"><b>5 Oct 2026<\/b><span>RD 723\/2026 comes into force<\/span><\/div>\n  <div class=\"stat\"><b>8 blocks<\/b><span>of information that must be provided in writing<\/span><\/div>\n  <div class=\"stat\"><b>30 business days<\/b><span>to respond if an employee requests the information<\/span><\/div>\n<\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"What_is_RD_7232026_and_why_does_it_affect_you\"><\/span>What is RD 723\/2026 and why does it affect you?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The Royal Decree partially transposes into Spanish law <strong>Directive (EU) 2019\/1152<\/strong> on transparent and predictable working conditions in the European Union. Its aim is for every employee to have clear and complete information about their contract and working conditions <strong>from the very start of the employment relationship<\/strong>.<\/p>\n<p>In practice, it is no longer enough for the contract to identify the basic elements of the employment relationship. From the date it comes into force, the company must ensure that a broader set of information is provided, either in the contract itself or through supplementary information documents.<\/p>\n\n<div class=\"alert\">\n  <p><strong>Key date:<\/strong> RD 723\/2026 comes into force on <strong>5 October 2026<\/strong>. From that day on, new contracts must reflect the expanded content and the company must be able to prove that it has provided the information.<\/p>\n<\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"What_new_information_must_the_contract_include\"><\/span>What new information must the contract include?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>These are the aspects the company must include in the contract or communicate in writing:<\/p>\n\n<h3><span class=\"ez-toc-section\" id=\"1Basic_details_of_the_employment_relationship\"><\/span><span class=\"num\">1<\/span>Basic details of the employment relationship<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Identity of the parties, start date and, for fixed-term contracts, the end date or expected duration, as well as the company&#8217;s address and the workplace or workplaces where the services will be performed. For <strong>remote work<\/strong>, the assigned workplace must also be identified.<\/p>\n\n<h3><span class=\"ez-toc-section\" id=\"2Job_position_and_temporary_hiring\"><\/span><span class=\"num\">2<\/span>Job position and temporary hiring<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Professional category or group and a sufficiently precise description of the work to be performed. For fixed-term contracts, the <strong>specific cause<\/strong> that justifies the temporary nature, the circumstances behind it and its relationship to the expected duration must be specified.<\/p>\n\n<h3><span class=\"ez-toc-section\" id=\"3Salary\"><\/span><span class=\"num\">3<\/span>Salary<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The base salary and each of the salary supplements must be itemized separately, along with their frequency and method of payment. Where there are variable components, information must also be provided on how they are calculated and the criteria for receiving them.<\/p>\n\n<h3><span class=\"ez-toc-section\" id=\"4Working_hours_schedules_and_holidays\"><\/span><span class=\"num\">4<\/span>Working hours, schedules and holidays<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Length and distribution of the daily, weekly and annual working hours, night work or shift work, overtime and its remuneration, and the length of annual leave. Also the mechanisms for changing working hours or shifts and, where hours are distributed irregularly, how this works and the notice periods. For <strong>permanent intermittent (fijo-discontinuo)<\/strong> contracts, the periods of activity and inactivity will be stated.<\/p>\n\n<h3><span class=\"ez-toc-section\" id=\"5Probationary_period_and_training\"><\/span><span class=\"num\">5<\/span>Probationary period and training<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Where a probationary period is agreed, its specific duration, the conditions that apply and the obligations of both parties during it. Information must also be given on the <strong>right to training<\/strong> provided by the company.<\/p>\n\n<h3><span class=\"ez-toc-section\" id=\"6Automated_systems_and_internal_policies\"><\/span><span class=\"num\">6<\/span>Automated systems and internal policies<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Where algorithmic or automated systems are used to make decisions that affect working conditions, their existence and their guidelines, criteria and operating rules must be disclosed. The applicable equality plan must also be identified and, where relevant, work-life balance policies, anti-harassment protocols and measures to guarantee equality for LGBTI people.<\/p>\n\n<h3><span class=\"ez-toc-section\" id=\"7Termination_of_the_contract_and_collective_agreement\"><\/span><span class=\"num\">7<\/span>Termination of the contract and collective agreement<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The procedure and requirements applicable to terminating the employment relationship, including notice periods. In addition, the applicable <strong>collective agreement<\/strong> must be precisely identified, stating its code, publication, period of validity and, where applicable, its status of ultra-activity (continued validity after expiry).<\/p>\n\n<h3><span class=\"ez-toc-section\" id=\"8Social_Security_and_other_relevant_conditions\"><\/span><span class=\"num\">8<\/span>Social Security and other relevant conditions<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The company must report the body that covers Social Security contingencies (the collaborating mutual insurance company), any voluntary improvements in place, and pension plans or funds. It must also report the cases and procedures for modifying essential aspects such as duties, professional classification, salary or working hours. For workers placed by a <strong>temporary work agency (ETT)<\/strong>, the user company and the reason for each placement must also be identified.<\/p>\n\n<div class=\"callout\">\n  <p><strong>Work abroad:<\/strong> when the habitual performance of services takes place outside Spain, additional information must be provided before the assignment begins on the destination country, duration, currency of payment, remuneration and related allowances and, where applicable, the conditions for repatriation.<\/p>\n<\/div>\n\n<div class=\"pull\">The information must be in the employee&#8217;s hands from day one, and the company must be able to prove it.<\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"How_and_when_must_the_information_be_provided\"><\/span>How and when must the information be provided?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Where the required information is not included in the contract, the company must provide it in one or more <strong>written documents<\/strong>, on paper or in electronic format. If provided electronically, it must be accessible, storable and printable, and the company must <strong>keep proof of delivery or receipt<\/strong>.<\/p>\n<ul>\n  <li><strong>General rule:<\/strong> information on working conditions must be provided <strong>before the start<\/strong> of the employment relationship.<\/li>\n  <li><strong>Assignment abroad:<\/strong> the specific information must be provided before departure, and any later change must be communicated as soon as possible and, at the latest, on the day it takes effect.<\/li>\n<\/ul>\n\n<h2><span class=\"ez-toc-section\" id=\"What_about_contracts_that_are_already_in_force\"><\/span>What about contracts that are already in force?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>For employment relationships already in force on 15 September 2026, <strong>there is no general obligation to redo all existing contracts<\/strong>. However, when an employee requests the information provided for in the new regulation and does not already have it, the company must provide it within a maximum of <strong>thirty business days<\/strong> of receiving the request.<\/p>\n<p>The Public State Employment Service (SEPE) must make a template information document available within a maximum of twenty days from the publication of the rule. Its temporary absence, however, <strong>does not exempt<\/strong> companies from complying with their obligations.<\/p>\n\n<div class=\"banner\">\n  <h3><span class=\"ez-toc-section\" id=\"We_review_and_adapt_your_contract_templates\"><\/span>We review and adapt your contract templates<span class=\"ez-toc-section-end\"><\/span><\/h3>\n  <p>At Securex RRHH we bring your contracts and information documents up to date with RD 723\/2026, so you don&#8217;t have to worry about a thing. And if you&#8217;d rather start on your own, download our guide to the new regulation.<\/p>\n  <a class=\"btn\" href=\"mailto:info@securexspain.com\">Request information<\/a> <a class=\"btn ghost\" href=\"https:\/\/securexrrhh.com\/en\/resource-download\/summer-work-guide\/\">Download the free guide<\/a>\n<\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"What_your_company_should_do_before_5_October\"><\/span>What your company should do before 5 October<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The new regulation requires contract templates to be reviewed and adapted and, where necessary, supplementary information documents to be added, as well as internal hiring procedures to be adjusted. A simple plan:<\/p>\n<ol>\n  <li><strong>Review your contract templates<\/strong> and check which information from the list above is missing.<\/li>\n  <li><strong>Prepare a supplementary information document<\/strong> for anything that doesn&#8217;t fit in the contract.<\/li>\n  <li><strong>Define a delivery process<\/strong> that lets you keep proof that the information was provided on time.<\/li>\n  <li><strong>Train whoever handles hiring<\/strong> so the new content is applied from day one.<\/li>\n<\/ol>\n\n<h2><span class=\"ez-toc-section\" id=\"Summary_of_the_new_mandatory_information\"><\/span>Summary of the new mandatory information<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div class=\"table-wrap\">\n<table>\n<tbody>\n<tr>\n  <th>Block<\/th>\n  <th>What must be included<\/th>\n<\/tr>\n<tr>\n  <td>Basic details<\/td>\n  <td>Parties, start date, duration for fixed-term contracts, address and workplaces; assigned workplace for remote work<\/td>\n<\/tr>\n<tr>\n  <td>Position and temporary hiring<\/td>\n  <td>Professional group, job description and specific cause of the temporary nature<\/td>\n<\/tr>\n<tr>\n  <td>Salary<\/td>\n  <td>Base salary and supplements itemized separately, frequency, method of payment and variable components<\/td>\n<\/tr>\n<tr>\n  <td>Working hours and holidays<\/td>\n  <td>Distribution of working hours, shifts, overtime, annual leave and notice periods<\/td>\n<\/tr>\n<tr>\n  <td>Probation and training<\/td>\n  <td>Length of the probationary period and right to training<\/td>\n<\/tr>\n<tr>\n  <td>Automation and policies<\/td>\n  <td>Algorithmic decisions, equality plan, work-life balance and harassment<\/td>\n<\/tr>\n<tr>\n  <td>Termination and collective agreement<\/td>\n  <td>Termination procedure, notice periods and applicable collective agreement<\/td>\n<\/tr>\n<tr>\n  <td>Social Security<\/td>\n  <td>Mutual insurance company, voluntary improvements, pensions and essential modifications<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n\n<div class=\"callout\">\n  <p><strong>Important:<\/strong> this summary is a general guide. The details depend on your collective agreement, your activity and your specific situation. It is advisable to confirm each point with your advisors before treating it as settled.<\/p>\n<\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"Frequently_asked_questions\"><\/span>Frequently asked questions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<dl class=\"faq\">\n  <dt>From when does the new minimum content apply?<\/dt>\n  <dd>From 5 October 2026, the date RD 723\/2026 comes into force. Contracts signed from that date must reflect the expanded information.<\/dd>\n  <dt>Do I have to redo the contracts I have already signed?<\/dt>\n  <dd>Not as a general rule. But if an employee requests the new information and does not have it, you must provide it within a maximum of 30 business days.<\/dd>\n  <dt>Can I provide it in a separate document instead of in the contract?<\/dt>\n  <dd>Yes. It can be provided through written documents, on paper or electronic, as long as they are accessible, storable and printable and you keep proof of delivery.<\/dd>\n  <dt>What if SEPE has not yet published its template?<\/dt>\n  <dd>The temporary absence of the official template does not exempt you from compliance: the obligation to inform has been in force since the rule came into effect.<\/dd>\n<\/dl>\n\n<div class=\"banner\">\n  <h3><span class=\"ez-toc-section\" id=\"Get_your_contracts_in_order_before_5_October\"><\/span>Get your contracts in order before 5 October<span class=\"ez-toc-section-end\"><\/span><\/h3>\n  <p>We help you adapt templates, information documents and hiring procedures with a single point of contact.<\/p>\n  <a class=\"btn\" href=\"mailto:info@securexspain.com\">Contact Securex RRHH<\/a> <a class=\"btn ghost\" href=\"tel:+34938726944\">938 726 944<\/a>\n<\/div>\n\n<div class=\"postfoot\">\n  <p><strong>Securex RRHH<\/strong> \u00b7 Payroll outsourcing, labor and legal advisory, equality and HR consulting.<\/p>\n  <p>Manresa \u00b7 Sabadell \u00b7 Barcelona \u00b7 Madrid \u00b7 Zaragoza \u00b7 info@securexspain.com<\/p>\n  <p>General informational guide based on RD 723\/2026; it does not constitute personalized legal advice. The applicable regulations and collective agreement should be verified in each case.<\/p>\n<\/div>\n\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Labor and legal advisory New minimum content for employment contracts: what changes with Royal Decree 723\/2026 On 15 September 2026, Royal Decree 723\/2026 of 9 September was published in Spain&#8217;s Official State Gazette (BOE). It expands the information that companies must provide to their employees about their contract and working conditions. The rule comes into force on 5 October 2026 and requires contract templates to be reviewed. We explain in plain language what changes and what you need to have ready. 5 Oct 2026RD 723\/2026 comes into force 8 blocksof information that must be provided in writing 30 business daysto respond if an employee requests the information What is RD 723\/2026 and why does it affect you? The Royal Decree partially transposes into Spanish law Directive (EU) 2019\/1152 on transparent and predictable working conditions in the European Union. Its aim is for every employee to have clear and complete information &#8230; <a title=\"New minimum content for employment contracts Royal Decree 723\/2026 | Securex RRHH\" class=\"read-more\" href=\"https:\/\/securexrrhh.com\/en\/nuevo-contenido-minimo-de-los-contratos-de-trabajo-rd-723-2026-securex-rrhh\/\" aria-label=\"Read more about New minimum content for employment contracts Royal Decree 723\/2026 | Securex RRHH\">Read more<\/a><\/p>\n","protected":false},"author":5,"featured_media":14526,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_gspb_post_css":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[291],"tags":[],"class_list":["post-14545","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legislacion","masonry-post","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50","no-featured-image-padding"],"_links":{"self":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/14545","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/comments?post=14545"}],"version-history":[{"count":2,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/14545\/revisions"}],"predecessor-version":[{"id":14548,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/14545\/revisions\/14548"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media\/14526"}],"wp:attachment":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media?parent=14545"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/categories?post=14545"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/tags?post=14545"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}