Press Room

Our colleague Almudena Álvarez attended the Annual Labour and Immigration Law Conference of AIJA in sunny Helsinki last June. Together with her fellow panelists,​ Ints Skaldis (Ellex Legal), Yulia Fedorenko (CM Murray LLP), and Matthew Ennis (Hager & Ennis), and under the moderation of Archita Mohapatra (Trilegal), they explored the topic "Breaking the Silence: Tackling Sexual Harassment in Global Employment Structures", discussing the legal and practical challenges that arise when workplace sexual harassment cases involve multiple jurisdictions (educational performance included). Beyond the outstanding academic program, the amazing Organizing Committee put together a truly memorable social program, including a traditional Finnish sauna (with a refreshing plunge into the Baltic Sea!) and karaoke. Another highlight of the Seminar was the​ Home Hospitality at Iida Vuori's (co-hosted by Emilia Alakurtti and Jukka Blomberg - a true legend!), followed by drinks at Magnusson. We are already looking forward to the next inspiring conference!

The employee’s admission (occasional drug use after finishing their shift, but not during working hours), obtained during a two-hour meeting with company management (an imbalance of power between the parties), without any warning regarding their rights (legal counsel or the presence of employee representatives) or the potential disciplinary consequences, and with an inquisitorial purpose (?), constitutes a violation of the employee’s fundamental right to a defense and to protection against self-incrimination “in proceedings of a punitive nature” (Article 24.2 of the Spanish Constitution — although it does not state this in those exact terms…). As the employee’s admission was the only piece of evidence, the dismissal was declared null and void (rather than unfair, as in other cases). Appellate Court of Basque Country, Feb 24, 2026.

The Spanish Constitution (Article 18) provides that the domicile is inviolable (except with prior court order) and, as it does not make any further specification, it is understood that this protection also extends to the corporate domicile (companies). Therefore, when the registered office (of the company) coincides with the workplace (and there is no clear physical separation between the registered office/corporate domicile and the workplace), the Labour Inspectorate needs a prior court order to enter the workplace, since Article 13.1 of Law 23/2015 of 21 July cannot restrict constitutional rights (as it only provides for prior court order in the case of individual's homes). Supreme Court (Administrative Chamber), April 14, 2026

If your weekly rest period (generally 2 consecutive days, including the 12-hour daily rest between shifts) coincides with a public holiday (14 days per year), you would be entitled to recover that lost rest day. This is because all employees are entitled both to a weekly rest period and to 14 public holidays per year. Example: If an employee always has Thursdays and Fridays off and one of those days coincides with a public holiday, and they are not given the opportunity to recover it, they would effectively be entitled to fewer public holidays than employees who, for example, rest on Saturdays and Sundays, because Saturdays are almost never public holidays. Supreme Court - April 30, 2025

Starting on December 5, 2027, companies with work centers employing more than 200 workers or 100 workers per shift will be required to draw up a Sustainable Workplace Mobility Plan (Plan). This Plan must be prepared together with the Legal Representation of the Workers and, if none exists, with the most representative trade unions and those most representative in the sector that are entitled to negotiate the applicable collective agreement. The Plan must include measures to promote (examples): (i) Active mobility (walking, cycling, etc.) (ii) Use of public transport (metro, bus, etc.) (iii) Mobility using low-emission vehicles (iv) Shared/collaborative mobility (e.g., sharing an electric car) (v) Provision of charging facilities for zero-emission vehicles (vi) Promotion of teleworking (vii) Training in road safety and accident prevention during commutes to the workplace It must also include measures concerning access to the work center by visitors, suppliers, and others. In high-occupancy work centers (more than 1,000 workers in municipalities with over 500,000 inhabitants), measures must be implemented to reduce workers’ mobility during peak hours or throughout the working day. Every 2 years, a monitoring report on the effectiveness of the Plan must be prepared. Law 9/2025, of December 3, on Sustainable Mobility.