In Spain, on 5 October 2026 expanded transparency requirements for employment relationships came into force. They are based on Real Decreto 723/2026 of 9 September, which transposes parts of EU Directive (EU) 2019/1152 into national law and was published on 15 September 2026 in the Boletín Oficial del Estado The legislation requires newly concluded employment contracts to include more detailed information, including details of Remuneration, regular working hours, and the duration and conditions of the Probation period.
Employers must also disclose when automated systems, Algorithms or artificial intelligence influence or make decisions affecting employees, for example in shift planning, performance assessments or the composition of remuneration. The requirement covers the type, scope and key parameters of such systems, as well as the logic underlying their decisions, insofar as this can be done without disclosing trade secrets.
For existing employment relationships, the decree establishes a right to information: employees can request the now-mandatory details from their employer; companies must respond within 30 working days The rules also apply to special situations such as postings abroad; additional information requirements are set out for seafaring and fishing. Standard forms are intended to make implementation easier for businesses.
The Ministerio de Trabajo y Economía Social The stated aim is to increase the transparency and predictability of working conditions and adapt them to digital working processes. Spain is implementing the directive late; the original European Union deadline expired in August 2022. Real Decreto 723/2026 now makes minimum information on key contract terms and the provision of information mandatory.
For companies, this means reviewing and updating contract templates and internal information processes at short notice. Works councils and Trade unions are expected to monitor implementation closely, particularly access to information about algorithmic systems. For employees, the key point is that since 5 October 2026 they can request more precise information, for example about pay components, working-time arrangements, probation rules and the use of algorithms and artificial intelligence. Breaches of the new requirements may have employment-law consequences; the precise penalties are governed by the relevant provisions of Spanish labour law.
The immediate trigger is the expanded transparency requirements coming into force this Monday. The background is the delayed, but now completed, implementation of EU Directive (EU) 2019/1152, which sets minimum standards in all member states for clear, comprehensive and timely information about working conditions.
Editor: Mira Cadena (Article created with AI assistance).