News, analysis and opinion pieces on talent management published on AGENTE LEX.
Organic Law 3/2007 defines sexual harassment and harassment based on sex, treats them as discriminatory in all cases and obliges companies to promote working conditions that prevent them. We review what it means for a firm's organisation.
Royal Decree 901/2020 regulates equality plans and their registration. For a firm that is growing, the threshold of fifty workers triggers an obligation with precise deadlines. We review how headcount is counted, what the plan must include and how long it lasts.
Law 4/2023 obliges companies with more than fifty employees to have a planned set of measures for the equality of LGTBI people, with a protocol against harassment and violence. Royal Decree 1026/2024 specifies how to negotiate it and what it must include.
The European pay transparency directive sets June 2027 for the first gap reports of large companies. The Spanish text is still a draft. Law firms have good reasons not to wait.
A law firm is a business and its workers have the right to effective health and safety protection. The Occupational Risk Prevention Act requires prevention to be integrated into management, risks to be assessed and prevention to be organised in a way that depends on headcount.
When remote work at a firm reaches thirty percent of working time over three months, Law 10/2021 requires a written agreement with a minimum content. We review the obligations for the firm's management.
