After entry into force of the new royal decree, all companies, regardless of their size, will have to keep a payroll within a period of 6 months that will make it possible to observe whether employees are receiving a salary equivalent to that of the opposite sex, in the same high-quality position and with a similar required experience.
The ERTES of force majeure derived from the COVID-19 in force are extended until January 31, 2021, but only as from September 30, three types of ERTES can be carried out in certain companies whose business or activity is contemplated in the Royal Decree.
Although the prohibition or restriction of dismissal is established, in the regulation’s introduction it is not properly argue beyond the need for companies to have flexible measures to reduce company costs in order to avoid future dismissal or termination of the contract.
Legislation on telework in Spain is regulated by the Workers’ Statute and offers many advantages as well for companies (working life) as employees (social welfare). Its main aim is to reduce costs in physical infrastructure investments.
In a Temporary Employment Regulation Proceeding due to force majeure (ERTE due to force majeure in Spain), an employee’s contract is suspended meaning they do not go to work and the company stops paying them their salary.
