Bill to make working conditions clearer and more predictable

Automatic summary, not yet reviewed

1. The bill would require the employer to give workers written information about the essential elements of their employment relationship, both when it starts and whenever something changes, and this would apply to all contracts, including those under four weeks.
2. It would define when a working condition is predictable: when the worker can know in advance, in writing, their work pattern or the criteria under which it may change. If the employer fails to inform about contract duration, working hours or the trial period, the contract would be presumed indefinite and full time.
3. For part-time contracts, it would require the hours record to include the exact start and end times of each workday, make any change in hours voluntary, and require complementary hours agreements to state the reference days and hours when work can be requested, with at least three days notice.
4. It would limit the trial period: at most six months for qualified professionals and two months for other workers, and one month for temporary contracts of six months or longer, reduced proportionally for shorter contracts.
5. It would bar employers from prohibiting or limiting workers from working for other companies, and workers with at least six months on the job could request in writing a more stable or predictable form of employment, with a reasoned written answer within a set deadline.
6. It would add penalties: failing to provide written information about the essential elements of the contract would be a serious offense, and treating a worker badly for having several jobs would be a very serious offense. The rule would take effect the day after its publication in the Official State Gazette.

Who it affects

• Workers, especially part-time, temporary or shift-based workers: They would receive more written information about their contract and their conditions would be more predictable.
• Employers: They would face new information and record-keeping duties, with penalties if they fail to comply.
• People who want to hold several jobs at once: The employer could not stop them or treat them badly for it, except for objective reasons.
• Public sector employees: The rules on parallel employment and moving to another form of employment would apply to them, under their specific regulations.
• Sea workers and domestic workers: The new rules would apply to them unless incompatible with the special features of their work.

Words worth knowing

Transposición de una directiva (transposition of a directive)

Adapting a European Union rule into Spanish law so it applies in Spain.

Horas complementarias (complementary hours)

Extra hours an employer can ask a part-time worker to work, if agreed in writing.

Pluriempleo (multiple employment)

Working for more than one company at the same time.

Periodo de prueba (trial period)

An initial period of the contract during which either side can end the relationship easily.

Infracción grave o muy grave (serious or very serious offense)

Categories of employer penalties: very serious is the most severe of the three levels (minor, serious, very serious).

It summarizes the text as it was introduced. It is written by artificial intelligence and may contain mistakes: the official text is what counts. Read the official text · How we make summaries