NP Pérez-Llorca analyzes the trends that will mark the labor market in 2024 in its conference ’Pérez-Llorca Laboral al Día’

The Labor, Compensation and Benefits area of Pérez-Llorca held a new session of ’Pérez-Llorca Laboral al Día’ with the participation of Daniel Cifuentes and Isabel Moya, partners of the area, and Yolanda Valdeolivas, Of Counsel of this practice, who addressed the main trends in the labor market in the coming months. The seminar was opened by Daniel Cifuentes, who presented the latest and most significant judicial pronouncements of the Court of Justice of the European Union, the Supreme Court and the Audiencia Nacional. Cifuentes highlighted the ruling of the Supreme Court of November 21, 2023 regarding the rights of reconciliation of professional, personal and family life, in which the Court limits the distribution of the reduction of working hours to the structure of the ordinary working day "without being able to demand, except by mutual agreement, the conversion of the split working day into a continuous working day or the change of working hours or shift from a system of shift work to a fixed shift". The partner of the Firm also pointed out the decision of the Supreme Court of December 12, 2023, which rejects the possibility that, in single-parent families, the single parent may accumulate the benefit that would have corresponded to the other parent to his or her benefit for the birth of a child. Next, and as usual in the sessions of ’Pérez-Llorca Laboral al Día’, Isabel Moya presented the "Top 3" of the most important rulings of the last few months. The first position was for the Judgment of the Court of Justice of the European Union handed down on January 18, 2024, by virtue of which the Court of Justice of the European Union determined that the termination of the contract by the employer, under Article 49.1. 1.e of the Workers’ Statute, when the cause is permanent disability due to a disability that has arisen during the employment relationship, without the employer being obliged, in advance, to provide or maintain reasonable accommodation. To conclude the session, Yolanda Valdeolivas analyzed the changes in the labor regulations foreseen in 2024, such as the new causes of nullity in dismissals during leave or disability, the regulation of complementary hours and the calculation of voluntary leaves of absence. Valdeolivas also pointed out the consequences for companies of two new legislative developments. On the one hand, the approval of the preliminary draft bill for the transposition of Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union, which recognizes the worker with a new right to predictability in working conditions, reinforces the obligation of the organization to inform in writing of these and prevents hindering the moonlighting of professionals. On the other hand, the amendment of the Law Regulating the Social Jurisdiction which includes in its article 75.4 that, in the event that the company does not attend the conciliation act, it may be imposed, in addition to the costs, a fine of between 180 and 6,000 euros.