Pérez-Llorca’s Employment, Compensation and Benefits practice area held a new ‘Pérez-Llorca Labour Law Update’ session with the participation of partners Daniel Cifuentes, Isabel Moya and Laura Pérez, who addressed the main trends that will affect the labour market in the coming months.
Daniel Cifuentes began the event by providing an exhaustive analysis of the trade union agenda that the Workers’ Commissions (CCOO) are working on for the next legislature. Firstly, the union is planning an upward reform of severance pay, establishing a series of minimums that are not linked to the worker’s seniority, as well as a reform of part-time contracts. The CCOO also propose a reduction of working time in line with the results achieved and an increase of the Minimum Interprofessional Wage (SMI).
Likewise, the Pérez-Llorca partner referred to various trends such as Order ISM/835/2023 regulating the registration in the social security of workers transferred abroad by their company, the contribution of posted workers included in the current European Framework Agreement on Telework, the entry into force of Convention 190 on eliminating violence and harassment at work or the Artificial Intelligence Act approved by the European Commission, among others.
Then, following the usual ‘Pérez-Llorca Labour Law Update’ session format, Isabel Moya presented the top three most significant judgments in employment law matters from recent months. Firstly, she highlighted the Constitutional Court’s ruling of 3 July 2023 on ideological discrimination. Secondly, Moya highlighted the Supreme Court ruling of 30 May 2023 on the calculation of the legal thresholds for collective dismissal. The partner concluded her contribution to the session with the National Court ruling of 19 June 2023 on wage incentives.
Laura Pérez then went on to reflect on the main developments in the area of work-life balance. Among the new rights approved, she noted parental leave, which consists of unpaid leave of up to eight weeks to care for children under eight years of age. She also covered the right to be absent due to force majeure, paid leave of a maximum of four days per year for urgent family reasons related to family members or cohabitants. In the case of the birth of a disabled child, single-parent families may take the full two weeks of extended leave.
In addition, some of the rights already in place will be extended to common-law partners. This applies to marriage leave and bereavement leave.