Pérez-Llorca debates the Trade Union agenda for the next legislature in its latest Session of ’Pérez-Llorca Laboral al Día’  

The Firm celebrated its the third session of ’Pérez-Llorca Laboral al Día’ in 2023
 

Pérez-Llorca’s Labour, Compensation and Benefits team held a new session of ’Pérez-Llorca Laboral al Día’ with the participation of partners Daniel Cifuentes, Isabel Moya and Laura Pérez, who discussed the main trends that will affect the labour market in Spain in the coming months.

The conference was opened by Daniel Cifuentes, who made an exhaustive analysis of the trade union agenda that Comisiones Obreras (CCOO) is 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 the part-time contract. CCOO also proposes a reduction of working time in line with the results achieved and an increase in the Minimum Interprofessional Wage (SMI).

Likewise, the partner referred to various trends such as the Order ISM/835/2023 regulating the registration in the social security of workers transferred by their company abroad, the contribution of posted workers included in the current European Framework Agreement on Telework, the entry into force of Convention 190 on harassment at work or the Artificial Intelligence Act approved by the European Commission, among others.

Isabel Moya presented the "Top 3" of the most important judgments in labour matters in recent months. Firstly, she highlighted the ruling of 3 July 2023 by the Constitutional Court on ideological discrimination. In second place, Moya highlighted the Supreme Court ruling of 30 May 2023 on the calculation of the legal thresholds for collective dismissal. Thirdly, she closed the podium of this day with the judgment of the National High Court of 19 June 2023 on wage incentives.

Laura Pérez reflected on the main new developments in the area of work-life balance. Among the new rights approved, Parental leave stands out, consisting on unpaid leave for a maximum of 8 weeks to care for children under the age of 8.

In addition, the right to be absent due to force majeure was discussed, consisting on paid leave for a maximum of 4 days a year for urgent family reasons related to family members or cohabitants. In the case of the birth of a disabled child, single-parent families will be able to take the full two weeks of extended leave.

In addition, some of the rights already in place will be extended for unmarried couples. This applies to marriage leave and family bereavement leave.

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