2026 Labour Compliance: new obligations and challenges for companies

2026 Labour Compliance: new obligations and challenges for companies

In 2026, the Spanish labour sector faces a profound phase of regulatory and case law transformation, with a direct impact on work organisation, people management and compliance systems. In this context, labour compliance is no longer an accessory element but has become a critical business obligation and a pillar of good corporate governance.

Far from being a merely formal approach, companies will have to adopt a structured and preventive approach that enables them to comply with a regulatory framework that is increasingly demanding, complex and subject to greater labour inspection control.

A More Demanding Regulatory Environment

New regulatory trends point to a clear increase in corporate obligations. The main changes include:

– The implementation of Artificial Intelligence in HR, subject to requirements regarding transparency, bias control and human oversight.

– The new digital working time register, with stricter technical requirements and increased labour inspection control.

– Developments in dismissal procedures and employment litigation, with an increase in cases where dismissals may be declared null and void.

– The reinforcement of obligations relating to equality, work-life balance and occupational health and safety.

This context significantly increases companies’ exposure to the risk of sanctions.

Main Labour Compliance Obligations

In this scenario, it is essential to clearly identify the applicable obligations in relation to labour compliance.

In general, all companies must have a minimum set of policies and tools that ensure regulatory compliance, such as a working time register, remuneration register, harassment prevention protocols, equality policies, and internal whistleblowing systems.

Above certain thresholds, these obligations are intensified. In particular, larger companies must implement additional elements such as equality plans, remuneration audits, or specific protocols on LGBTI matters, as well as comply with additional requirements based on their business activity.

It is therefore a broad, dynamic and constantly evolving regulatory framework, which requires ongoing review of internal policies.

Remuneration Transparency: An Obligation in the Spotlight

Remuneration transparency has been consolidated as one of the main areas of control by the Labour Inspectorate.

To properly comply, it is essential to:

– Have a coherent professional classification

– Homogenise wage concepts

– Ensure information traceability

– Align functions, responsibilities and remuneration

The lack of consistency in these elements currently constitutes one of the main sources of risk for companies.

Labour Compliance Obligations

In the described context, it is essential to briefly identify the main labour compliance obligations, differentiating between the general ones and those conditioned by the size or circumstances of the company.

1.Obligations applicable to all companies

– Working time registration protocol

– Protocols for the prevention of conduct against sexual freedom and moral integrity

– Discrimination prevention policy, whistleblowing channel and risk management measures

– Remuneration register

– Digital disconnection protocol

– Remote working policy and agreements

2. Obligations applicable to companies with 50 or more employees

– Equality plan, monitoring plan and remuneration audit

– Employment quota for people with disabilities

– Internal whistleblowing channel

– Protocol for the prevention of harassment or violence against LGBTI people and related planned measures

3. Obligations applicable to companies with more than 200, or 100 employees per shift

– Sustainable mobility plan

The Role of Bové Montero

In this scenario, having specialised advice is essential.

At Bové Montero, we support companies in the effective fulfilment of their obligations, particularly in:

– Identifying risks and areas for improvement

– Designing and implementing policies and protocols

– Reviewing and updating documentation

– Preparing for inspections and contingencies

Our approach combines technical rigour with a practical vision, enabling companies not only to comply with regulations, but also to transform labour compliance into a tool for organisational and reputational improvement.