A routine administrative procedure for businesses will change starting in August. The termination of employees and certain changes to their information no longer need to be reported within three calendar days. The new deadline is six days, although this extension should not be confusing with new hires, for which the rules remain unchanged. The reform also introduces changes regarding debt deferrals.
As of August 1, 2026, companies have slightly more time to complete one of the routine procedures in labor administration. Employee terminations and changes to their information with the General Treasury of Social Security (TGSS) no longer need to be reported within the following three calendar days. The new deadline is now six calendar days.
The change was introduced by Royal Decree 643/2026, dated July 29, published in the Official State Gazette (BOE) on July 30, and responds to quite understandable requests from those who handle many enrollment transactions on a daily basis.
On paper, it does not seem like a dramatic change. In practice, however, those three additional days can prevent quite a few issues, especially when they coincide with weekends, vacation periods, or significant spikes in enrollments and cancellations.
Three to six calendar days
Until now, applications for termination and changes to employee information had to be submitted within three calendar days following the termination or the date on which the change occurred. That deadline has been doubled.
Since the reform took effect, companies and those acting on their behalf have six calendar days following the termination of employment or the date on which the change occurs.
The word “calendar” is important. We are not talking about six business days. Saturdays, Sundays, and holidays are included in the count.
For example, if an employee leaves the company on the 1st, the count begins the next day, and the following six days are included in the deadline, regardless of whether a weekend falls in between.
The amendment takes effect on August 1, 2026
The Royal Decree took effect on the first day of the month following its publication, that is, August 1, 2026.
From that point on, the new six-day window applies to terminations and changes subject to the new regulation.
This date is particularly important in situations close to regulatory changes, as it is not advisable to automatically apply the six-day period to changes that occurred before the regulation took effect.
In day-to-day operations, the actual date of termination or modification remains the fundamental starting point for determining which deadline applies.
The change applies to terminations and data updates, but not to new hires
This distinction is worth noting because it can lead to errors. The new six-day deadline applies to termination requests and data updates.
New hires continue to be handled differently and must generally be processed before the employee begins work.
The deadline for data updates has also been extended
The reform does not affect only terminations. Updates to employee data are now also subject to a deadline of six calendar days following the date the change occurs.
For more information, consult with our labor advisory service
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