What Does Spain’s Royal Decree 723/2026 Mean for Employers?

Employers in Spain are now required to provide their employees with more information on a range of employment matters.

On October 5, 2026, Spain’s Royal Decree 723/2026 came into effect, giving employers a new framework for information on essential terms of employment and working conditions that must be supplied to their employees. The Spanish Ministry of Labor and Social Economy is issuing guidance to help employers comply with the new decree. However, employer compliance is expected even if they don’t have access to the guidance.

Royal Decree 723/2026 represents a partial implementation of EU Directive 2019/1152 on transparent and predictable working conditions.

What are the new employer information obligations in Spain?

The decree’s requirements for information generally apply to employment relationships that last longer than four weeks.

Under the decree, employers are required to supply their workers with information on:

• The nature of the employment relationship, including the commencement date and duration of the relationship, workplace arrangements, job duties, and the identities of the parties in the relationship
• Remuneration arrangements, including base salary, salary supplements, payment methods, and payment frequency
• Work schedules, working time arrangements, overtime, holiday entitlements, and other matters related to working time
• Probationary periods, employer-provided training, termination procedures, and other employment conditions and protections
• The employer’s use of automated decision-making systems to support decisions around work allocation, scheduling, remuneration, and career progression, among other things
• International assignments, including information on the host country, the expected duration of the assignment, payroll currency, allowances, and other relevant matters

When should the information be provided to the employee?

The employer must supply the required information before the start of the employment relationship. Any additional changes should be shared no later than the date on which they take effect.

The decree also notes that existing employees can request information under the new framework, and the employer must provide that information within 30 working days.

Source: Squire Patton Boggs