Mandatory remote work in the EU: what is actually being proposed and what implications it would have for companies

The European Commission is working on a package of measures within the so-called “AccelerateEU” plan, with the aim of reducing the impact of rising energy costs on households and businesses.

Among the initiatives that have been leaked in drafts and working documents is a proposal that has attracted particular attention: to recommend or encourage companies to establish at least one day of remote work per week “whenever possible”.

Alongside this measure, the plan would include other actions such as closing public buildings where feasible, reducing or subsidizing public transport for certain groups, and support measures for sectors particularly affected by energy price volatility.

However, it is important to understand what this proposal वास्तव means and what effects it would have in practice.

Is this really “mandatory remote work” in the EU?

The measure is presented as a recommendation to Member States to promote, “whenever possible”, at least one day of remote work per week in companies.

This has three key implications:

• It is not a rule directly applicable to companies.
• It does not introduce an automatic obligation to implement remote work.
• Its implementation would depend on transposition or development by each Member State.

In other words, this is a policy aimed at energy efficiency, not an immediate labor obligation.

 

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The real objective: reducing energy consumption and inflationary pressure

The context of these measures is not labor-related, but energy and macroeconomic.

The European Commission frames these proposals within a context of tension in international energy markets, with significant increases in oil and gas prices in recent months.

The objective of the package is twofold:

• Reduce energy demand in the short term.
• Accelerate the transition towards more efficient and electrified models.

In this context, remote work emerges as a tool for indirect energy savings, by reducing commuting, office consumption, and pressure on transport infrastructure.

What implications would it have in the labor context in Spain

Although there is no direct obligation, these types of European recommendations may still have relevant indirect effects within the Spanish labor framework.

1. Strengthening remote work as an “expected” organizational measure

In practice, this type of policy may consolidate remote work as a standard organizational measure in certain sectors, especially in:

• Professional services.
• Administrative activities.
• Technology environments.
• Roles compatible with remote work.

This may influence how “organizational normality” is interpreted in future collective bargaining or internal policies.

2. Impact on collective bargaining

Remote work in Spain is regulated by Law 10/2021 on remote work, which requires agreement between the company and the employee.

A generalized European recommendation could:

• Increase negotiating pressure in collective agreements.
• Reinforce the demand for digital disconnection rights and flexibility.
• Promote more detailed clauses on hybrid work.

3. It does not replace employer discretion or individual agreement

It is important to remember that, under the current framework:

• Remote work cannot be unilaterally imposed in most cases.
• It requires explicit agreement.
• It must be formalized in accordance with current regulations.

Therefore, even if the European recommendation is consolidated, its application would still depend on each company’s internal framework.

Remote work and energy: a trend that was already underway

Although the European Commission’s proposal is linked to the current energy crisis, the truth is that the shift towards hybrid models has been underway since the pandemic.

What is new is not remote work itself, but its use as a tool of energy policy.

This reinforces a broader trend:

• Optimization of office spaces.
• Reduction of structural costs.
• Stable hybrid work models.
• Integration of remote work into ESG policies.

What companies should already be reviewing

Beyond the political debate, this regulatory evolution and these EU recommendations bring several practical considerations for companies to the forefront:

• Internal remote and hybrid work policies.
• Individual remote work agreements.
• Compensation for remote work-related expenses.
• Time tracking systems and digital disconnection policies.
• Organizational impact on hybrid teams.

How we can help

The European Commission’s proposal does not currently introduce “mandatory remote work”, but rather a recommendation within a broader package of energy measures.

However, it clearly points in one direction: remote work is no longer just a tool for work-life balance or organizational efficiency, but is also becoming an instrument of public policy linked to energy and sustainability.

In this context, companies with well-structured remote work policies will be better positioned to adapt to potential regulatory or interpretative changes in the future.

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