{"id":14563,"date":"2026-10-02T09:00:14","date_gmt":"2026-10-02T07:00:14","guid":{"rendered":"https:\/\/securexrrhh.com\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/"},"modified":"2026-10-14T11:26:30","modified_gmt":"2026-10-14T09:26:30","slug":"teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh","status":"publish","type":"post","link":"https:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/","title":{"rendered":"Can your company reduce remote-work days? What Spain&#8217;s Supreme Court says| Securex RRHH"},"content":{"rendered":"\n<!-- ===== Paste ALL of this into a WordPress \"Custom HTML\" block ===== -->\n<!-- SEO title: Can an employer reduce agreed remote work? What Spain's Supreme Court says | Securex RRHH -->\n<!-- Meta description: Spain's Supreme Court confirms that the remote-work percentage in an individual agreement can only be changed with each employee's written consent. Key points of STS 608\/2026. -->\n<!-- Focus keyword: reduce remote work -->\n<!-- Slug: reduce-remote-work-consent-supreme-court -->\n<style>\n.gmi-post{--navy:#16385c;--blue:#1f6fb2;--sky:#2aa7d8;--accent:#f2911b;--ink:#26303a;--muted:#5a6b7b;--line:#e4ebf1;--soft:#f4f8fb;--green:#2f9e5f;--red:#d64545;}\n.gmi-post *{box-sizing:border-box}\n.gmi-post{font-family:\"Segoe UI\",Roboto,Helvetica,Arial,sans-serif;color:var(--ink);line-height:1.75;margin:0;background:#fff;font-size:17px}\n.gmi-post .wrap{max-width:800px;margin:0 auto;padding:30px 22px 64px}\n.gmi-post h1{color:var(--navy);font-size:2.0rem;line-height:1.22;margin:.25em 0 .35em}\n.gmi-post h2{color:var(--navy);font-size:1.42rem;margin:1.9em 0 .5em;display:flex;align-items:center;gap:12px}\n.gmi-post h2 .h2ico{flex:0 0 auto;width:38px;height:38px;background:var(--soft);border:1px solid var(--line);border-radius:10px;display:inline-flex;align-items:center;justify-content:center}\n.gmi-post h2 .h2ico svg{width:22px;height:22px;display:block;stroke:var(--accent)}\n.gmi-post h3{color:var(--blue);font-size:1.12rem;margin:1.4em 0 .3em}\n.gmi-post p{margin:.8em 0}\n.gmi-post a{color:var(--blue)}\n.gmi-post .kicker{color:var(--accent);font-weight:700;letter-spacing:.06em;text-transform:uppercase;font-size:.8rem}\n.gmi-post .lead{font-size:1.15rem;color:var(--muted)}\n.gmi-post strong{color:var(--navy)}\n.gmi-post .status{position:relative;overflow:hidden;background:linear-gradient(135deg,var(--navy),var(--blue));color:#fff;border-radius:18px;padding:34px 32px;margin:16px 0 24px;box-shadow:0 18px 44px rgba(22,56,92,.18)}\n.gmi-post .status .swoosh{position:absolute;right:-30px;bottom:-40px;width:200px;height:200px;opacity:.18;stroke:#fff}\n.gmi-post .status .lab{position:relative;display:inline-block;background:rgba(255,255,255,.16);color:#fff;font-weight:800;letter-spacing:.05em;text-transform:uppercase;font-size:.72rem;padding:6px 14px;border-radius:20px;margin-bottom:12px}\n.gmi-post .status .big{position:relative;font-size:1.6rem;font-weight:800;line-height:1.28;margin:0}\n.gmi-post .status .big em{color:#8cd0f0;font-style:normal}\n.gmi-post .status .sm{position:relative;color:#dbe8f3;margin:.6em 0 0;font-size:1.02rem}\n.gmi-post .cita{position:relative;background:#fff;border:1px solid var(--line);border-left:5px solid var(--accent);border-radius:12px;padding:18px 22px 14px 56px;margin:1.5em 0;box-shadow:0 6px 16px rgba(22,56,92,.05)}\n.gmi-post .cita .q{position:absolute;left:18px;top:6px;font-size:3rem;line-height:1;color:var(--accent);font-family:Georgia,serif}\n.gmi-post .cita p{margin:0;font-size:1.04rem;font-style:italic;color:var(--navy)}\n.gmi-post .cita small{display:block;margin-top:8px;color:var(--muted);font-size:.84rem;font-style:normal}\n.gmi-post table{border-collapse:collapse;width:100%;margin:1.2em 0;font-size:.95rem}\n.gmi-post .tbl{overflow-x:auto}\n.gmi-post th,.gmi-post td{border:1px solid var(--line);padding:11px 13px;text-align:left;vertical-align:top}\n.gmi-post th{background:var(--navy);color:#fff;font-weight:600}\n.gmi-post tr:nth-child(even) td{background:var(--soft)}\n.gmi-post .steps{counter-reset:st;list-style:none;padding:0;margin:1.2em 0}\n.gmi-post .steps li{position:relative;padding:2px 0 2px 46px;margin:.8em 0}\n.gmi-post .steps li:before{counter-increment:st;content:counter(st);position:absolute;left:0;top:0;width:32px;height:32px;background:var(--accent);color:#fff;border-radius:50%;font-weight:800;display:flex;align-items:center;justify-content:center;font-size:.9rem}\n.gmi-post .callout{background:#fff6ec;border:1px solid #f6d9b0;border-left:5px solid var(--accent);border-radius:10px;padding:16px 20px;margin:1.5em 0;font-size:.98rem}\n.gmi-post .callout svg{width:20px;height:20px;vertical-align:-4px;margin-right:6px;stroke:var(--accent)}\n.gmi-post .callout.blue{background:var(--soft);border:1px solid var(--line);border-left:5px solid var(--blue)}\n.gmi-post .faq q{display:block;font-weight:700;color:var(--navy);margin-top:1em}\n.gmi-post .faq q:before,.gmi-post .faq q:after{content:none}\n.gmi-post .divider{display:flex;align-items:center;gap:14px;margin:2.2em 0}\n.gmi-post .divider:before,.gmi-post .divider:after{content:\"\";flex:1;height:2px;background:linear-gradient(90deg,transparent,var(--line),transparent)}\n.gmi-post .divider span{width:12px;height:12px;border-radius:50%;background:#8cc63f;box-shadow:0 0 0 5px rgba(140,198,63,.18)}\n.gmi-post .sources{font-size:.9rem;color:var(--muted);padding-left:1.2em}\n.gmi-post .sources li{margin:.35em 0}\n.gmi-post .banner{position:relative;overflow:hidden;background:linear-gradient(135deg,var(--navy),var(--blue));border-radius:16px;padding:32px 34px;margin:2.2em 0 0;color:#fff;text-align:center}\n.gmi-post .banner .swoosh{position:absolute;right:-30px;top:-30px;width:170px;height:170px;opacity:.2;stroke:#fff}\n.gmi-post .banner h3{position:relative;color:#fff;margin:.1em 0 .3em;font-size:1.35rem}\n.gmi-post .banner p{position:relative;color:#dbe8f3;margin:.2em 0 1.1em}\n.gmi-post .btn{position:relative;display:inline-block;background:var(--accent);color:#fff;font-weight:700;text-decoration:none;padding:13px 30px;border-radius:40px;font-size:1.02rem}\n.gmi-post .btn:hover{filter:brightness(1.07)}\n.gmi-post footer{border-top:1px solid var(--line);margin-top:40px;padding-top:16px;color:var(--muted);font-size:.82rem;text-align:center}\n@media (max-width:560px){.gmi-post h1{font-size:1.6rem}.gmi-post .status{padding:26px 22px}.gmi-post .status .big{font-size:1.3rem}.gmi-post .cita{padding-left:46px}}\n.gmi-post .timeline{list-style:none;padding:0;margin:1.4em 0}\n.gmi-post .timeline li{position:relative;padding:0 0 22px 40px;border-left:3px solid var(--line);margin-left:8px}\n.gmi-post .timeline li:last-child{border-left-color:transparent;padding-bottom:0}\n.gmi-post .timeline .dot{position:absolute;left:-11px;top:2px;width:20px;height:20px;border-radius:50%;background:var(--accent);border:4px solid #fff;box-shadow:0 0 0 2px var(--accent)}\n.gmi-post .timeline .d{display:block;color:var(--accent);font-weight:800;font-size:.82rem;letter-spacing:.03em;text-transform:uppercase}\n.gmi-post .timeline .t{display:block;color:var(--navy);font-weight:600;margin-top:2px}\n.gmi-post .nope{display:grid;grid-template-columns:repeat(auto-fit,minmax(190px,1fr));gap:12px;margin:1.3em 0}\n.gmi-post .nope div{background:#fff;border:1px solid var(--line);border-top:4px solid var(--red);border-radius:12px;padding:16px 18px;box-shadow:0 6px 16px rgba(22,56,92,.05)}\n.gmi-post .nope b{display:block;color:var(--navy);font-size:1.02rem;margin-bottom:4px}\n.gmi-post .nope small{color:var(--muted);font-size:.93rem;line-height:1.5;display:block}\n.gmi-post .split{display:flex;flex-wrap:wrap;gap:16px;margin:1.4em 0}\n.gmi-post .split .col{flex:1 1 280px;border-radius:14px;padding:20px 22px 8px;border:1px solid var(--line)}\n.gmi-post .split .col.a{background:#f2f8fc}\n.gmi-post .split .col.b{background:#fdf3e9}\n.gmi-post .split .col h4{margin:.1em 0 .5em;color:var(--navy);font-size:1.1rem}\n.gmi-post .split .col p{font-size:.97rem}\n<\/style>\n\n<div class=\"gmi-post\">\n<div class=\"wrap\">\n\n<span class=\"kicker\">Employment case law<\/span>\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-1'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/#Can_your_company_reduce_remote-work_days_What_Spains_Supreme_Court_says\" >Can your company reduce remote-work days? What Spain&#8217;s Supreme Court says<\/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\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/#The_case_from_100_to_75_without_asking\" >The case: from 100% to 75% without asking<\/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\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/#What_the_law_says\" >What the law says<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/#What_the_Supreme_Court_clarifies\" >What the Supreme Court clarifies<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/#Modifying_is_not_the_same_as_reverting\" >Modifying is not the same as reverting<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/#Reversibility\" >Reversibility<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/#Modification\" >Modification<\/a><\/li><\/ul><\/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:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/#What_if_there_is_a_collective_agreement_or_policy\" >What if there is a collective agreement or policy?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/#What_to_do_before_changing_your_hybrid_model\" >What to do before changing your hybrid model<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-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-11\" href=\"https:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/#Official_sources\" >Official sources<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/#Planning_to_change_your_remote-work_model\" >Planning to change your remote-work model?<\/a><\/li><\/ul><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h1><span class=\"ez-toc-section\" id=\"Can_your_company_reduce_remote-work_days_What_Spains_Supreme_Court_says\"><\/span>Can your company reduce remote-work days? What Spain&#8217;s Supreme Court says<span class=\"ez-toc-section-end\"><\/span><\/h1>\n\n<div class=\"status\">\n  <svg class=\"swoosh\" viewBox=\"0 0 200 200\" fill=\"none\" stroke-width=\"10\" stroke-linecap=\"round\" aria-hidden=\"true\"><path d=\"M10 150c40-90 110-130 180-120\"\/><path d=\"M30 190c40-70 90-100 150-95\"\/><\/svg>\n  <span class=\"lab\">STS 608\/2026, of 1 July<\/span>\n  <p class=\"big\">If the remote-work percentage is set out in an individual agreement, it can only be changed with each person&#8217;s <em>written consent<\/em>.<\/p>\n  <p class=\"sm\">Neither organizational reasons nor an agreement with employee representatives can replace it.<\/p>\n<\/div>\n\n<p class=\"lead\">Many companies are rethinking their hybrid model and asking for more office presence. Spain&#8217;s Supreme Court has just made clear how far they can go: a general return-to-office policy is not enough to change what each person has agreed in their individual remote-work agreement.<\/p>\n\n<h2><span class=\"ez-toc-section\" id=\"The_case_from_100_to_75_without_asking\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><rect x=\"3\" y=\"7\" width=\"18\" height=\"13\" rx=\"2\"\/><path d=\"M9 7V5a2 2 0 0 1 2-2h2a2 2 0 0 1 2 2v2\"\/><path d=\"M3 13h18\"\/><\/svg><\/span>The case: from 100% to 75% without asking<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The ruling resolves a collective dispute at the RACC group. The company had been signing individual agreements allowing its employees with disabilities to work remotely 100% of the time, and decided to lower that maximum to 75%.<\/p>\n\n<ul class=\"timeline\">\n  <li><span class=\"dot\"><\/span><span class=\"d\">July 2022<\/span><span class=\"t\">The company starts signing 100% remote-work agreements with employees with a recognized disability.<\/span><\/li>\n  <li><span class=\"dot\"><\/span><span class=\"d\">April 2023<\/span><span class=\"t\">A collective agreement reached in conciliation before the National High Court (Audiencia Nacional) keeps that policy in place until 31 December 2024.<\/span><\/li>\n  <li><span class=\"dot\"><\/span><span class=\"d\">October 2024<\/span><span class=\"t\">The company tells the works council verbally that from January the maximum will be 75%.<\/span><\/li>\n  <li><span class=\"dot\"><\/span><span class=\"d\">January 2025<\/span><span class=\"t\">The reduction is applied to 27 people. Seven of them had asked to keep 100%.<\/span><\/li>\n  <li><span class=\"dot\"><\/span><span class=\"d\">July 2026<\/span><span class=\"t\">The Supreme Court declares the reduction void for those who did not give their consent.<\/span><\/li>\n<\/ul>\n\n<h2><span class=\"ez-toc-section\" id=\"What_the_law_says\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M4 4h12a4 4 0 0 1 4 4v12H8a4 4 0 0 1-4-4z\"\/><path d=\"M8 9h8M8 13h8\"\/><\/svg><\/span>What the law says<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The key lies in Law 10\/2021 on remote work. Its article 8.1 is very specific about how an agreement that has already been signed can be changed:<\/p>\n\n<div class=\"cita\"><span class=\"q\">&ldquo;<\/span>\n  <p>Any modification of the conditions set out in the remote-work agreement, including the percentage of on-site work, must be agreed between the company and the employee and put in writing before it is applied.<\/p>\n  <small>Law 10\/2021 of 9 July on remote work, article 8.1 (courtesy translation)<\/small>\n<\/div>\n\n<p>Employee representatives only have to be informed of the change. They do not negotiate on behalf of each individual.<\/p>\n\n<div class=\"divider\"><span><\/span><\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"What_the_Supreme_Court_clarifies\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M12 3v18\"\/><path d=\"M5 21h14\"\/><path d=\"M4 8h16\"\/><path d=\"M4 8l-2 6a3 3 0 0 0 6 0z\"\/><path d=\"M20 8l-2 6a3 3 0 0 0 6 0z\" transform=\"translate(-4 0)\"\/><\/svg><\/span>What the Supreme Court clarifies<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The National High Court had annulled the measure, treating it as a substantial collective modification made without a consultation period. The Supreme Court corrects that reasoning: remote work has its own law, which applies over and above article 41 of the Workers&#8217; Statute. And that law is more demanding, not less.<\/p>\n\n<div class=\"nope\">\n  <div><b>Article 41 doesn&#8217;t apply<\/b><small>The substantial-modification route cannot be used to impose a change to the remote-work agreement.<\/small><\/div>\n  <div><b>ETOP grounds aren&#8217;t enough<\/b><small>Even if the company proves economic, technical, organizational or production reasons, it cannot impose the change against the person&#8217;s will.<\/small><\/div>\n  <div><b>A collective pact isn&#8217;t enough<\/b><small>Not even an agreement with employee representatives can decide for each employee.<\/small><\/div>\n<\/div>\n\n<div class=\"cita\"><span class=\"q\">&ldquo;<\/span>\n  <p>The remote-work agreement is part of each worker&#8217;s individual and personal entitlements and is not available for collective disposal.<\/p>\n  <small>STS 608\/2026, of 1 July, Social Chamber (appeal 131\/2025) &mdash; courtesy translation<\/small>\n<\/div>\n\n<p>That is why the ruling does not annul the reduction for everyone. It declares it void only for those who did not accept it. Anyone who signed the change has a valid one. The rule works the same regardless of how many people are affected.<\/p>\n\n<h2><span class=\"ez-toc-section\" id=\"Modifying_is_not_the_same_as_reverting\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M4 8h13l-3-3\"\/><path d=\"M20 16H7l3 3\"\/><\/svg><\/span>Modifying is not the same as reverting<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The ruling distinguishes two concepts that are often confused in practice:<\/p>\n\n<div class=\"split\">\n  <div class=\"col a\">\n    <h4><span class=\"ez-toc-section\" id=\"Reversibility\"><\/span>Reversibility<span class=\"ez-toc-section-end\"><\/span><\/h4>\n    <p>Cancels the remote-work agreement and the person returns to on-site work. It is only possible if they started out working on-site, and it is exercised on the terms set by the collective agreement or, failing that, by the agreement itself.<\/p>\n  <\/div>\n  <div class=\"col b\">\n    <h4><span class=\"ez-toc-section\" id=\"Modification\"><\/span>Modification<span class=\"ez-toc-section-end\"><\/span><\/h4>\n    <p>Changes the terms of the agreement, for example the percentage of remote days. It can never be unilateral: it always requires a new individual written agreement.<\/p>\n  <\/div>\n<\/div>\n\n<div class=\"callout blue\"><strong>In practice:<\/strong> going from four remote days to two is not &#8220;partially reverting&#8221; remote work. It is modifying the agreement, and that requires the person&#8217;s yes.<\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"What_if_there_is_a_collective_agreement_or_policy\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><circle cx=\"9\" cy=\"8\" r=\"3\"\/><circle cx=\"17\" cy=\"9\" r=\"2.5\"\/><path d=\"M3 20v-1a5 5 0 0 1 10 0v1\"\/><path d=\"M15 14.5a4 4 0 0 1 6 3.5v2\"\/><\/svg><\/span>What if there is a collective agreement or policy?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The Supreme Court also explains what happens when remote work does not depend solely on individual agreements:<\/p>\n\n<div class=\"tbl\">\n<table>\n<tbody>\n<tr>\n  <th>Situation<\/th>\n  <th>How it can be changed<\/th>\n<\/tr>\n<tr>\n  <td>Only individual agreements exist<\/td>\n  <td>Individual written agreement with each person, in accordance with Law 10\/2021.<\/td>\n<\/tr>\n<tr>\n  <td>Statutory collective agreement in force that regulates remote work<\/td>\n  <td>Only through the opt-out of the collective agreement (article 82.3 of the Workers&#8217; Statute).<\/td>\n<\/tr>\n<tr>\n  <td>Non-statutory collective agreement or company policy with collective effects<\/td>\n  <td>With proven grounds and following the procedure in article 41 of the Workers&#8217; Statute, including a consultation period.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n\n<p>Even in those cases, no collective pact can allow the company to impose conditions less favorable than the law permits, or to decide for the person about their own agreement. In the RACC case, the collective agreement had expired in December 2024, so only the individual agreements remained.<\/p>\n\n<div class=\"divider\"><span><\/span><\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"What_to_do_before_changing_your_hybrid_model\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M9 6h11M9 12h11M9 18h11\"\/><path d=\"M4 6l1 1 2-2M4 12l1 1 2-2M4 18l1 1 2-2\"\/><\/svg><\/span>What to do before changing your hybrid model<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ol class=\"steps\">\n  <li><strong>Review what each person has agreed.<\/strong> The on-site percentage in each remote-work agreement is the starting point.<\/li>\n  <li><strong>Check whether a collective agreement or policy is in force.<\/strong> It determines which procedure you have to follow.<\/li>\n  <li><strong>Distinguish between reverting and modifying.<\/strong> And review what the collective agreement and the individual agreement say about reversibility.<\/li>\n  <li><strong>Obtain written consent before applying the change.<\/strong> A generic email to the whole workforce is not an individual agreement.<\/li>\n  <li><strong>Inform employee representatives<\/strong> of the modifications agreed.<\/li>\n<\/ol>\n\n<h2><span class=\"ez-toc-section\" id=\"Frequently_asked_questions\"><\/span><span class=\"h2ico\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><circle cx=\"12\" cy=\"12\" r=\"9\"\/><path d=\"M9.5 9a2.5 2.5 0 1 1 3.5 2.3c-.7.4-1 .9-1 1.7\"\/><path d=\"M12 17h.01\"\/><\/svg><\/span>Frequently asked questions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div class=\"faq\">\n<q>Can I require my workforce to come back to the office more days?<\/q>\n<p>If the remote-work days are set in an individual agreement, not without each person&#8217;s written consent.<\/p>\n<q>What if I negotiate the change with the works council?<\/q>\n<p>When only individual agreements exist, a deal with the works council does not replace each employee&#8217;s acceptance. The council must be informed, but it does not decide for them.<\/p>\n<q>What happens if part of the workforce accepts and part doesn&#8217;t?<\/q>\n<p>The change is valid for those who accepted it and not for those who rejected it. That is how the Supreme Court resolved this case.<\/p>\n<q>Does this apply only to people with disabilities?<\/q>\n<p>No. The case involved that group, but the criterion is based on Law 10\/2021 and applies to any individual remote-work agreement.<\/p>\n<\/div>\n\n<div class=\"callout\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><path d=\"M12 3 2 21h20z\"\/><path d=\"M12 10v5M12 18h.01\"\/><\/svg><strong>Notice:<\/strong> every remote-work agreement and every collective agreement has its own particularities. Before changing your on-site attendance policy, analyze your specific case with your advisors.<\/div>\n\n<h3><span class=\"ez-toc-section\" id=\"Official_sources\"><\/span>Official sources<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul class=\"sources\">\n  <li>Judgment of the Supreme Court, Social Chamber, 608\/2026, of 1 July (appeal 131\/2025)<\/li>\n  <li><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2021-11472\" target=\"_blank\" rel=\"noopener\">Law 10\/2021 of 9 July on remote work<\/a><\/li>\n<\/ul>\n\n<div class=\"banner\">\n  <svg class=\"swoosh\" viewBox=\"0 0 200 200\" fill=\"none\" stroke-width=\"10\" stroke-linecap=\"round\" aria-hidden=\"true\"><path d=\"M10 150c40-90 110-130 180-120\"\/><path d=\"M30 190c40-70 90-100 150-95\"\/><\/svg>\n  <h3><span class=\"ez-toc-section\" id=\"Planning_to_change_your_remote-work_model\"><\/span>Planning to change your remote-work model?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n  <p>We review your remote-work agreements and help you make the change without risk.<\/p>\n  <a class=\"btn\" href=\"https:\/\/gmintegrarrhh.com\/contacto\/\">Talk to our labor advisory team<\/a>\n<\/div>\n\n<footer>Securex RRHH \u00b7 formerly GM Integra RRHH \u00b7 Informational content, not legal advice.<\/footer>\n\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Employment case law Can your company reduce remote-work days? What Spain&#8217;s Supreme Court says STS 608\/2026, of 1 July If the remote-work percentage is set out in an individual agreement, it can only be changed with each person&#8217;s written consent. Neither organizational reasons nor an agreement with employee representatives can replace it. Many companies are rethinking their hybrid model and asking for more office presence. Spain&#8217;s Supreme Court has just made clear how far they can go: a general return-to-office policy is not enough to change what each person has agreed in their individual remote-work agreement. The case: from 100% to 75% without asking The ruling resolves a collective dispute at the RACC group. The company had been signing individual agreements allowing its employees with disabilities to work remotely 100% of the time, and decided to lower that maximum to 75%. July 2022The company starts signing 100% remote-work agreements with &#8230; <a title=\"Can your company reduce remote-work days? What Spain&#8217;s Supreme Court says| Securex RRHH\" class=\"read-more\" href=\"https:\/\/securexrrhh.com\/en\/teletrabajo-pactado-puede-la-empresa-cambiar-sus-condiciones-securex-rrhh\/\" aria-label=\"Read more about Can your company reduce remote-work days? What Spain&#8217;s Supreme Court says| Securex RRHH\">Read more<\/a><\/p>\n","protected":false},"author":5,"featured_media":14562,"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":[275],"tags":[],"class_list":["post-14563","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-news","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\/14563","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=14563"}],"version-history":[{"count":1,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/14563\/revisions"}],"predecessor-version":[{"id":14565,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/14563\/revisions\/14565"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media\/14562"}],"wp:attachment":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media?parent=14563"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/categories?post=14563"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/tags?post=14563"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}