Labor and Social Security Regulations | Escoem

Labor and social security regulations


Labor and social security regulations

Contracts can be made verbally or in writing, unless there are express provisions that require a written contract (for example, temporary contracts, part-time contracts and training contracts). If this formal requirement is not met, the contract is understood to be permanent and full-time, unless proven otherwise.

Companies must provide the workers’ statutory representatives (if any) with a basic copy of all contracts to be made in writing (except for senior management contracts). The hiring of workers must be notified to the Public Employment Service within ten days of the contracts being made.

There are various different types of contract, including indefinite-term, temporary, fixed-term, training, distance work and part-time contracts.

In the website of the National Public Employment Service any can access a virtual assistant for employment contracts which, based on four basic types of employment contracts (indefinite-term, temporary, training and work-experience contracts), suggests and prepares the type of employment contract that best suits the characteristics of each new hire.

The labor relationship is governed by the employment contract, the collective labor agreement, the Workers’ Statute and other European and international regulations.

Salary: May be established in the employment contract or in the collective labor agreement for the occupational group in question. May not be less than the minimum wage (€950 gross per month in 2020).
Working hours: As established in the employment contract or in the collective labor agreement. May not exceed 40 hours per week, calculated on an annualized average basis.
Vacation: 30 calendar days (collective labor agreement may improve it).
Business succession: Employees’ labor relationships are not extinguished in the event of an inter vivos transfer or mortis causa transmission of a company.
Foreign workers: A work permit is required (depending on the contract and the type of work), except for EU citizens, who are exempt from this requirement.

Maximum base: 4.184 euros
Contribution rates under the general program:

- Employee contribution: total of 6.35% for all contingencies (6.40% for fixed-term contracts)
- Employer contribution: total of 29.90% for all contingencies except work-related accidents and illnesses (31.10% for fixed-term contracts)


An employment contract may be terminated for a number of reasons which normally do not give rise to any dispute, such as mutual agreement, expiration of the contractual term, death or retirement of the employee or of the employer, and so on.

In the event of termination by the employer, there are three main grounds for dismissal of an employee:

Collective layoff.
Objective grounds
Disciplinary action

Companies are obliged to respect equal treatment and opportunities in the workplace, for which they must adopt measures aimed at avoiding any type of labor discrimination between women and men.

Companies with 50 or more workers need to implement and apply an equality plan, with the scope and content established by law, which must be negotiated with the legal representation of the workers.

Since March 1, 2019, companies have the following deadlines to have this equality plan in place:

Companies with more than 150 and up to 250 workers had a one-year period for the approval of equality plans.
Companies with more than 100 and up to 150 workers have a period of two years for the approval of equality plans.
Companies with 50 to 100 employees have a period of three years for the approval of equality plans.

Equality plans must contain an ordered set of evaluable measures aimed at removing obstacles that impede or hinder the effective equality of women and men. Before establishing the plan, a negotiated diagnosis should be drawn up, where appropriate, with the legal representation of the workers, which will contain at least the following subjects:

Selection and contracting process.
Professional classification.
Training.
Professional promotion.
Working conditions, including the salary audit between women and men.
Co-responsible exercise of the rights of personal, family and work life.
Under-representation of women.
Remuneration.
Prevention of sexual harassment and because of sex.


13º

World economy


Spain is a modern economy with a GDP of 1,200 million.
14600

Foreign companies


They chose Spain for business and investment
4º

EU economy


Spain is the fourth largest economy in the European Union.
2000000

Fiber optic homes


Spain is the country in the European Union with the highest FTTH penetration rate.

Distribution of the main exports and imports in Spain

Exports

  • Equipment goods20%
  • Foods16%
  • Automotive sector15%
  • Chemical products14%

Imports

  • Equipment goods21%
  • Chemical products15%
  • Energy products13%
  • Automotive sector12%
 

Let our advisors help you



Consult us WITHOUT OBLIGATION



Dedicated professionals

+ info

Request a quote for our services

Contact us

Antonio Ramón Iáñez Sáez


Eloy García Tejada




Count on us to help you in your day to day business.


Legislation is constantly evolving, which is why it is essential to never stop asking questions and possess the technical knowledge to resolve any issue that arises in the day-to-day business and private sphere.

ESCOEM employs more than 19 experts who advise clients in various fields. Our firm supplies you with the opportunity to count upon a personal advisor who will offer you solutions to achieve your objectives.

We are committed to a management model that focuses on the client, one that identifies their needs and seeks to offer a high-quality and effective service, alongside the best possible solutions.


The only way to feel satisfied is to do a great job: this is only possible when you love what you do 

FAQs

Why choose ESCOEM?

Choosing us as your advisory firm means you can count on a superb team with the experience and qualifications needed to face any contingency that may arise during day-to-day business. We work with passion and dedication by sharing our experience with you.

How can ESCOEM support me?

We boast a multidisciplinary, professional team that delivers the knowledge, experience and specialisation necessary to provide our clients with a comprehensive service, one that defends their interests in an effective manner.

How is ESCOEM different from other advisory firms?

Individual attention is at the foundation of our services.

Our clients trust us because we always stand by their side: we are open to listening to them and willing to provide them with our best service. We are faithful to our principles and fully commit to our work.

As a client at ESCOEM, you can count on a personal advisor who will guide and support you towards achieving your goals. So, count on us: we help our clients build businesses.

I need an advisor. What is ESCOEM´s work method?

We aim to offer services based on commitment, quick response and needless to say, quality. Furthermore, transparency is our leitmotiv. We always share all the documentation and information related to their business activity with our clients.

Our clients cover most of the productive sectors in the business community, a condition that enables us to deliver a preventive and comprehensive advisory service..

I am short on time. Can I access my information at any time?

The technology and innovation are central elements of ESCOEM’s business culture: for this reason, we continually strive to find better solutions for our clients.

We have therefore developed a client portal that allows clients to access any personal and business documentation that has been processed by our firm.

This is a free on charge an on an exclusive basis to ESCOEM´s clients, thus providing real-time access24/7 del día.

I still have some questions. How can I contact you?

If you have any questions, feel free to call us at +34 958 53 55 65, or send us an email to informacion@escoem.com or you can visit us at our office at Sederos Street, 2, Granada.

X