Royal Decree 723/2026, dated September 9, published in the Official State Gazette (BOE) on September 15, 2026, expands the information obligations that employers must provide in writing to employees regarding their working conditions.
The regulation will take effect on October 5, 2026.
Who does it affect, and what changes?
It affects all companies and employees when the employment relationship lasts longer than four weeks.
The company must ensure that the employee has, in writing, sufficiently detailed information regarding the essential elements of their employment relationship. If all the information is included in the contract provided to the employee, no additional document is required; if any part of it is missing, it must be provided in a supplementary document.
Information to Be Provided
• Position, job category, duties, and workplace or location.
• Specific reason for the temporary employment, when applicable.
• Base salary, allowances, and criteria for calculating variable compensation.
Variable components: If there are bonuses, commissions, or incentives, the method of calculation and the objective criteria for receiving them must be detailed.
• Daily, weekly, and annual working hours, shifts, overtime, vacation time, and irregular work schedules.
• Probationary period (specify duration).
• Training provided by the company.
• Procedures and notice periods applicable to contract termination.
• Applicable collective bargaining agreement.
• Social Security administering or collaborating entity, voluntary contributions, and pension plans.
• Equality Plan, anti-harassment protocol, work-life balance policies, and, where applicable, LGBTI measures (whether they exist in the company, depending on the company’s obligations)
• The company must disclose the existence of algorithmic or automated decision-making systems when they are used in matters such as work hours, task assignments, wages, career advancement, workplace location, or contract termination, including their guidelines, criteria, and operating rules.
When must the information be provided?
- New hires: Before the employment relationship begins.
- Regular work abroad: Before departure.
- Changes to terms and conditions: As soon as possible and, at the latest, on the day the changes take effect.
- Current contracts: The employee may request the information, and the company has 30 business days to provide it, provided the employee does not already have it in their possession.
To prepare new employment contracts and register new employees, we have updated the registration form and contract template for new employees that we send to companies, incorporating the necessary data to process the registration and contracts for new employees.
For more information, please consult our Labor Advisory Service.
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