Bill proposes new labor law with 35-hour week and stronger rights

Automatic summary, not yet reviewed

1. The bill would cap the workweek at 35 hours on average per year. It also sets a minimum 12-hour rest between shifts and a daily record of working hours.
2. Temporary contracts could only be used for production circumstances (maximum 6 months, extendable to 12 by collective agreement) or to replace a worker. Anyone hired outside these rules, or over 18 months of temporary work within 24, would become permanent.
3. The bill removes the 'improcedente' dismissal with 33 days' severance: a dismissal would be either lawful or null. If null, the worker could choose between reinstatement or 45 days' pay per year of service, capped at 42 months' salary.
4. Paid annual leave could not be shorter than 30 calendar days and could not be replaced by money. If leave overlaps with sick leave, it could be taken afterwards.
5. Birth or adoption leave would be 36 weeks for each parent, with six mandatory weeks right after. A new paid parental leave of up to eight weeks would be available until the child turns eight.
6. It strengthens equal pay between women and men: companies must keep pay records broken down by sex and justify gaps of 25% or more in companies with 50 or more workers.
7. Work would be banned for anyone under 16. Those under 18 could not do night work or overtime.
8. People delivering goods through digital platforms would be presumed to be employees, unless proven otherwise.

Who it affects

• Employees: Would gain new rights: a 35-hour week, 30 days of vacation, expanded leave and stronger dismissal protection.
• Temporary workers: Would become permanent if temporary limits are exceeded or the contract breaks the rules.
• Employers and companies: Would have to adapt to the shorter week, pay records, hiring rules and a dismissal system with only two outcomes: lawful or null.
• Minors: Work banned before age 16, with limits for those under 18.
• Platform delivery workers: Presumed to be employees.

Words worth knowing

Fijo-discontinuo

A permanent contract for seasonal or intermittent work: the person works in certain periods and the company must call them back when there is activity.

Salarios de tramitación

Wages the company must pay from the dismissal until the ruling if the dismissal is declared null.

Fondo de Garantía Salarial (FOGASA)

A public body that pays outstanding wages and severance when the employer is insolvent.

Expediente de regulación temporal de empleo (ERTE)

A procedure allowing a company to temporarily suspend contracts or reduce hours with labor authority approval.

Convenio colectivo

A collective agreement between unions and employers setting working conditions for a sector or company.

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