{"id":15219,"date":"2026-11-09T09:00:50","date_gmt":"2026-11-09T08:00:50","guid":{"rendered":"https:\/\/securexrrhh.com\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/"},"modified":"2026-11-10T09:15:11","modified_gmt":"2026-11-10T08:15:11","slug":"novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar","status":"publish","type":"post","link":"https:\/\/securexrrhh.com\/en\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/","title":{"rendered":"Labor updates for Q3 2026: what your company should review"},"content":{"rendered":"\n<!-- ===== Paste ALL of this into a WordPress \"Custom HTML\" block ===== -->\n<p><style>\n.sx-post{--navy:#004D71;--blue:#0a6fa0;--sky:#00ABC8;--accent:#F39200;--green:#83BB26;--red:#e2574c;--ink:#26303a;--muted:#5a6b7b;--line:#e2e9ef;--soft:#f3f8fb;}\n.sx-post *{box-sizing:border-box}\n.sx-post{font-family:\"Poppins\",\"Segoe 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a{color:var(--blue)}\n.sx-post .law{margin:1.4em 0;display:flex;flex-direction:column;gap:14px}\n.sx-post .lawcard{background:#fff;border:1px solid var(--line);border-left:5px solid var(--sky);border-radius:14px;padding:20px 22px;box-shadow:0 4px 12px rgba(0,77,113,.05)}\n.sx-post .lawcard.soon{border-left-color:var(--accent)}\n.sx-post .lawcard .tag{display:inline-flex;align-items:center;gap:8px;background:var(--navy);color:#fff;font-size:.74rem;font-weight:700;letter-spacing:.03em;padding:4px 11px;border-radius:20px;margin-bottom:9px}\n.sx-post .lawcard .tag.pend{background:var(--accent)}\n.sx-post .lawcard h3{color:var(--navy);font-size:1.12rem;font-weight:700;margin:0 0 4px}\n.sx-post .lawcard p{margin:.2em 0 0;color:var(--muted);font-size:.98rem}\n.sx-post .cl{list-style:none;padding:0;margin:1.2em 0}\n.sx-post .cl li{display:flex;gap:14px;align-items:flex-start;padding:14px 18px;background:#fff;border:1px solid var(--line);border-radius:12px;margin-bottom:12px;box-shadow:0 4px 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.checklist li b{color:var(--navy)}\n.sx-post .pull{position:relative;font-size:1.3rem;line-height:1.5;color:var(--navy);font-weight:600;background:var(--soft);border-radius:14px;padding:26px 26px 26px 62px;margin:1.8em 0}\n.sx-post .pull .q{position:absolute;left:20px;top:14px;font-size:3.4rem;line-height:1;color:var(--accent);font-family:Georgia,serif;opacity:.5}\n.sx-post .divider{display:flex;align-items:center;gap:14px;margin:2.2em 0}\n.sx-post .divider:before,.sx-post .divider:after{content:\"\";flex:1;height:2px;background:linear-gradient(90deg,transparent,var(--line),transparent)}\n.sx-post .divider span{width:12px;height:12px;border-radius:50%;background:var(--green);box-shadow:0 0 0 5px rgba(131,187,38,.18)}\n.sx-post .banner{position:relative;overflow:hidden;background:linear-gradient(135deg,var(--navy),var(--blue));border-radius:16px;padding:34px 34px;margin:2.4em 0 0;color:#fff;text-align:center}\n.sx-post .banner h3{color:#fff;margin:.1em 0 .3em;font-size:1.4rem;font-weight:600}\n.sx-post .banner p{color:#d7e7f0;margin:.2em 0 1.2em}\n.sx-post .btn{display:inline-block;background:var(--accent);color:#fff;font-weight:700;text-decoration:none;padding:13px 32px;border-radius:40px;font-size:1.02rem}\n.sx-post .btn:hover{filter:brightness(1.07)}\n.sx-post footer{border-top:1px solid var(--line);margin-top:40px;padding-top:18px;color:var(--muted);font-size:.85rem;text-align:center}\n<\/style><\/p>\n<div class=\"sx-post\">\n<div class=\"wrap\"><span class=\"kicker\">Labor advisory \u00b7 Quarterly roundup<\/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\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/#Labor_updates_for_Q3_2026_what_your_company_should_review\" >Labor updates for Q3 2026: what your company should review<\/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\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/#New_rules_what_is_already_or_almost_in_force\" >New rules: what is already (or almost) 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-3\" href=\"https:\/\/securexrrhh.com\/en\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/#Royal_Decree_7232026_%E2%80%94_More_mandatory_information_in_employment_contracts\" >Royal Decree 723\/2026 \u2014 More mandatory information in employment contracts<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/securexrrhh.com\/en\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/#Law_42026_%E2%80%94_Disability_dependency_and_work-life_balance\" >Law 4\/2026 \u2014 Disability, dependency and work-life balance<\/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\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/#Pay_transparency_%E2%80%94_Reform_of_Royal_Decree_9022020\" >Pay transparency \u2014 Reform of Royal Decree 902\/2020<\/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\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/#Contributions_for_collective_dismissals_of_workers_over_50\" >Contributions for collective dismissals of workers over 50<\/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:\/\/securexrrhh.com\/en\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/#Rulings_that_set_the_criteria\" >Rulings that set the criteria<\/a><\/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\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/#What_to_review_in_your_company_now\" >What to review in your company now<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/securexrrhh.com\/en\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/#Is_your_company_up_to_date_with_all_these_changes\" >Is your company up to date with all these changes?<\/a><\/li><\/ul><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h1><span class=\"ez-toc-section\" id=\"Labor_updates_for_Q3_2026_what_your_company_should_review\"><\/span>Labor updates for <span class=\"hl\">Q3 2026<\/span>: what your company should review<span class=\"ez-toc-section-end\"><\/span><\/h1>\n<p class=\"lead\">An intense quarter for labor matters: new information obligations in employment contracts, a far-reaching reform on disability and work-life balance, and several Supreme Court rulings that change criteria on leave, dismissals and settlement agreements. We summarize it without the noise, focusing on what affects your company.<\/p>\n<p>You don\u2019t need to follow the Official State Gazette (BOE) every day: what matters is knowing what has changed, what is already mandatory and what is worth reviewing before an inspection or a claim arrives. Here is the practical summary of the quarter.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"New_rules_what_is_already_or_almost_in_force\"><\/span>New rules: what is already (or almost) in force<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<div class=\"law\">\n<div class=\"lawcard\"><span class=\"tag\">In force \u00b7 Oct 5, 2026<\/span>\n<h3><span class=\"ez-toc-section\" id=\"Royal_Decree_7232026_%E2%80%94_More_mandatory_information_in_employment_contracts\"><\/span>Royal Decree 723\/2026 \u2014 More mandatory information in employment contracts<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Transposes the European directive on transparent working conditions. The information must be provided before the employment relationship begins, and any changes must be communicated in writing. It includes a salary breakdown, a schedule overview, the probationary period, the applicable collective agreement and any algorithmic systems affecting the work. Non-compliance is classified as a minor infringement.<\/p>\n<\/div>\n<div class=\"lawcard\"><span class=\"tag\">In force \u00b7 Oct 23, 2026<\/span>\n<h3><span class=\"ez-toc-section\" id=\"Law_42026_%E2%80%94_Disability_dependency_and_work-life_balance\"><\/span>Law 4\/2026 \u2014 Disability, dependency and work-life balance<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Reforms the Workers\u2019 Statute and the rules on disability and dependency. It extends reduced working hours for caring for seriously ill children (without the previous age limits), allows both parents to take it at the same time, makes refusing a reasonable accommodation a form of discrimination, and equates degrees of dependency with disability percentages, which affects the 2% reserve quota.<\/p>\n<\/div>\n<div class=\"lawcard soon\"><span class=\"tag pend\">Pending \u00b7 draft<\/span>\n<h3><span class=\"ez-toc-section\" id=\"Pay_transparency_%E2%80%94_Reform_of_Royal_Decree_9022020\"><\/span>Pay transparency \u2014 Reform of Royal Decree 902\/2020<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Currently being processed to transpose the European pay transparency directive. Not yet approved, but it\u2019s worth starting to prepare your pay register and audit so you aren\u2019t caught late when it is published.<\/p>\n<\/div>\n<div class=\"lawcard soon\"><span class=\"tag pend\">Pending \u00b7 draft<\/span>\n<h3><span class=\"ez-toc-section\" id=\"Contributions_for_collective_dismissals_of_workers_over_50\"><\/span>Contributions for collective dismissals of workers over 50<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>A draft that reviews the financial contributions required from profitable companies carrying out collective dismissals affecting people aged 50 or over. Worth watching if your company is planning restructuring.<\/p>\n<\/div>\n<\/div>\n<p>We have already covered the first two in detail on the blog: see our analysis of the <a href=\"https:\/\/securexrrhh.com\/en\/\">new mandatory information in employment contracts<\/a> and of the <a href=\"https:\/\/securexrrhh.com\/en\/\">disability and dependency reform<\/a>.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Rulings_that_set_the_criteria\"><\/span>Rulings that set the criteria<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The Supreme Court issued several rulings this quarter with a direct impact on HR\u2019s day-to-day work:<\/p>\n<ul class=\"cl\">\n<li><b>Public holiday after vacation.<\/b> A public holiday immediately following the vacation period cannot be deducted as a vacation day: it keeps its nature as a public holiday.<\/li>\n<li><b>Leave to care for relatives.<\/b> Requiring cohabitation or caregiver status is void. Advance notice and proof of the triggering event and the family relationship are enough; proving abuse is the employer\u2019s burden.<\/li>\n<li><b>Changing variable pay.<\/b> Replacing an incentive scheme with individual targets can be done with information and consultation; collective ones require negotiation. It depends on what the collective agreement says.<\/li>\n<li><b>Continuity bonus and absences.<\/b> Work-life balance leave, temporary incapacity, and union or prenatal leave cannot be subtracted from the calculation; \u201cneutral\u201d leave (moving house, exams, public duty\u2026) can.<\/li>\n<li><b>Dismissal and protection against retaliation.<\/b> An informal disagreement, combined with an immediate dismissal, can be sufficient evidence of retaliation and lead to the dismissal being declared null.<\/li>\n<li><b>Settlements and release agreements.<\/b> For a settlement to truly \u201cclose\u201d a matter: clarity and itemization, actual payment, a context separate from the dismissal, free and informed consent, and mutual concessions. It releases only what it expressly mentions.<\/li>\n<\/ul>\n<div class=\"pull\"><span class=\"q\">\u201c<\/span>The quarter leaves a clear message: more transparency with the workforce and less room for the usual automatic practices.<\/div>\n<h2><span class=\"ez-toc-section\" id=\"What_to_review_in_your_company_now\"><\/span>What to review in your company now<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ul class=\"checklist\">\n<li><b>Your contract templates.<\/b> Adapt them to the new mandatory information under Royal Decree 723\/2026 and provide it before the employment relationship begins.<\/li>\n<li><b>Leave and reduced working hours.<\/b> Review procedures in light of Law 4\/2026 and the rulings on care leave.<\/li>\n<li><b>The 2% reserve quota.<\/b> Check how it is affected by equating degrees of dependency with disability percentages.<\/li>\n<li><b>Settlements and incentives.<\/b> Adjust the wording of settlements and the way variable pay is modified according to the Supreme Court\u2019s new criteria.<\/li>\n<li><b>Pay transparency.<\/b> Start preparing your register and audit so you aren\u2019t late when the rule is approved.<\/li>\n<\/ul>\n<div class=\"divider\">&nbsp;<\/div>\n<div class=\"banner\">\n<h3><span class=\"ez-toc-section\" id=\"Is_your_company_up_to_date_with_all_these_changes\"><\/span>Is your company up to date with all these changes?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>We review contracts, leave, settlements and equality so you can comply without surprises. We\u2019ll give you an overview of where you stand.<\/p>\n<a class=\"btn\" href=\"https:\/\/securexrrhh.com\/en\/contact\/\">Talk to our labor team \u2192<\/a><\/div>\n<footer>Securex RRHH \u2014 Labor advisory and people management \u00b7 <a href=\"https:\/\/securexrrhh.com\/en\/\">securexrrhh.com<\/a><br>For informational purposes only; this does not constitute individualized legal advice. Rules and rulings of the third quarter of 2026.<\/footer><\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Labor advisory \u00b7 Quarterly roundup Labor updates for Q3 2026: what your company should review An intense quarter for labor matters: new information obligations in employment contracts, a far-reaching reform on disability and work-life balance, and several Supreme Court rulings that change criteria on leave, dismissals and settlement agreements. We summarize it without the noise, focusing on what affects your company. You don\u2019t need to follow the Official State Gazette (BOE) every day: what matters is knowing what has changed, what is already mandatory and what is worth reviewing before an inspection or a claim arrives. Here is the practical summary of the quarter. New rules: what is already (or almost) in force In force \u00b7 Oct 5, 2026 Royal Decree 723\/2026 \u2014 More mandatory information in employment contracts Transposes the European directive on transparent working conditions. The information must be provided before the employment relationship begins, and any changes &#8230; <a title=\"Labor updates for Q3 2026: what your company should review\" class=\"read-more\" href=\"https:\/\/securexrrhh.com\/en\/novedades-laborales-del-tercer-trimestre-de-2026-lo-que-tu-empresa-debe-revisar\/\" aria-label=\"Read more about Labor updates for Q3 2026: what your company should review\">Read more<\/a><\/p>\n","protected":false},"author":5,"featured_media":15218,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_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-15219","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"],"acf":[],"_links":{"self":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/15219","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=15219"}],"version-history":[{"count":1,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/15219\/revisions"}],"predecessor-version":[{"id":15222,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/posts\/15219\/revisions\/15222"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media\/15218"}],"wp:attachment":[{"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/media?parent=15219"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/categories?post=15219"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/securexrrhh.com\/en\/wp-json\/wp\/v2\/tags?post=15219"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}