Key Consolidated Labor Updates in 2025

The year 2025 has consolidated significant changes in labor law that companies must integrate into their daily operations. Staying informed about these reforms is not only essential to avoid sanctions but also promotes a more efficient organization aligned with current legislation. Below is a summary of the main reforms that have defined this year.

 

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Key labor changes in 2025

Reduction of working hours

During 2025, the possibility of reducing the standard workweek to 37.5 hours (or even 35 hours) was debated, but this change has not been approved by the Congress of Deputies. While companies are not currently required to reorganize schedules for a shorter workweek, the debate remains open.

It is advisable to monitor future legislative initiatives and internally assess the impact of voluntary reductions or alternative models (e.g., 4-day workweeks) to improve work-life balance, although no legal obligation exists yet.

Mandatory digital time tracking

The main labor change in 2025 was the reinforcement of effective control through mandatory work time recording systems. These systems aim to ensure accurate and transparent tracking of working hours.

Key considerations for compliance:

• Choose reliable, accessible, and secure software.

• Ensure overtime is properly compensated.

• Retain records for a minimum of four years.

A new law on work time registration is expected in the first half of 2026, with a six-month implementation period, allowing companies sufficient time to adapt.

Guarateed Digital Disconnection

The right to digital disconnection has gained prominence with the implementation of work time recording. This right requires companies to establish clear internal policies that respect employees’ rest and personal and family time outside working hours. This measure complements time tracking by clearly defining work and rest periods.

Increase in Minimum Wage (SMI)

The Minimum Wage will increase by 5%, reaching €1,184 per month in 14 payments. This adjustment will impact payroll costs, so businesses must revise their budgets and salary policies to comply with the new standards.

New Solidarity Contribution

An additional contribution has been implemented for salaries exceeding the maximum contribution base, with progressive rates applied in three brackets:

• Bracket 1: Salary exceeding the maximum base up to 10%: 0.92%

• Bracket 2: Salary exceeding 10% up to 50%: 1%

• Bracket 3: Salary exceeding 50% of the maximum base: 1.17%

In 2026, these rates will increase to approximately 1.15%, 1.25%, and 1.46% respectively. Companies must adjust payroll systems accordingly and classify affected amounts correctly.

Compensation for Unfair Dismissal

The Supreme Court confirmed in 2025 that statutory compensation for unfair dismissal under the Workers’ Statute (33 days per year of service, up to 24 months) cannot be increased judicially based on case-specific circumstances. References to ILO Convention 158 and the revised European Social Charter on “adequate compensation” are programmatic principles, not directly enforceable mandates.

Reforms to the current system must be enacted through legislation, not judicial decisions.

Parental Leave

In 2025, parental leave for birth and child care was extended:

• Each parent: 16 → 19 weeks paid

• Single-parent families: up to 32 weeks

• Parental leave for children under 8 years remains unpaid; additional paid weeks were added to the birth leave to partially compensate.

Prior Hearing in Disciplinary Dismissals

The Supreme Court, in the 18 November 2025 ruling (rec. 4735/2023), clarified that companies must provide a prior hearing before a disciplinary dismissal, except in specific cases, directly applying Article 7 of ILO Convention 158.

• Employees may submit statements regarding alleged misconduct.

• Companies must ensure consistency between charges and dismissal letters.

• Any discrepancies may invalidate compliance with the prior hearing procedure.

Internship Statute

The Council of Ministers approved the draft law on the future statute for practical non-employment training in 2025:

• Regulates internships to ensure a real educational plan.

• Prevents substitution of regular employees.

• Limits interns to 20% of the workforce.

The statute is not yet approved and remains subject to parliamentary review.

How to manage labor news 2025 in Spain?

Each of these changes represents a challenge but also an opportunity to improve your company. At Adlanter, we work with you to ensure your business complies with regulations while optimizing the management of your human resources.

Here’s how we can help you:

• Optimized labor management: We implement digital time tracking systems and adapt payroll processes to the latest labor regulations.
• Adlanter One Portal: A centralized platform to efficiently manage all your company’s labor information.
• Specialized guidance: We support you every step of the way, from reducing working hours to applying the new Intern Statute.

With our expertise, we ensure flawless compliance while helping you move toward a more modern organizational structure.

FAQs about labor news 2025 in Spain

What does the reduction of working hours mean?

The working week will be reduced to 37.5 hours, promoting work-life balance and flexible schedules.

How can I ensure compliance with digital time tracking?

By adopting reliable software that ensures accurate and accessible records for labor authorities.

What is digital disconnection?

It’s the right of employees not to receive work-related communications outside of established working hours.

What will the new Minimum Wage be in 2025?

The Minimum Wage will increase to €1,190.70 per month, distributed over 14 payments.

What is the additional solidarity contribution?

It’s an extra contribution for high salaries, with rates between 5.5% and 7%, affecting both employers and employees.

How will the Intern Statute affect companies?

There will be limits on the number of interns, and fair compensation will be guaranteed, improving the professionalism of internships.

✅ Ready to adapt to labor news 2025?

At Adlanter, we provide personalized solutions and comprehensive support so these changes become growth opportunities for your business in Spain.

Let’s talk!

📞​ Contact us and turn 2025 labor challenges into competitive advantages.