The publication in the Official State Gazette (BOE) on September 15, 2026, of Royal Decree 723/2026, of September 9 , which regulates the information that all companies must provide to their employees regarding their working conditions. This regulation transposes Directive (EU) 2019/1152 and replaces Royal Decree 1659/1998, significantly expanding the scope of this information.
Effective date: October 5, 2026. It affects all companies with employees whose employment relationship exceeds 4 weeks.
1. What information must the company provide?
In addition to the basic information (identity of the parties, dates, workplace, functions and professional category), the company must report, among other things:
| Materia | What should be reported |
| Salary | Base salary, supplements and formula or criteria for calculating variable concepts (commissions, incentives, bonus). |
| Working hours and schedule | Ordinary working hours and their distribution, shift work or night work, overtime hours and procedure for modifying working hours. |
| Predictability | For irregular work schedules: reference hours and days, and minimum notice period for starting or canceling tasks. For fixed-term intermittent work: periods of activity and inactivity. |
| Trial period | Specific duration and obligations of both parties during it. |
| Holidays and training | Duration of holidays and right to training provided by the company. |
| Algorithms (new) | Existence and rules of algorithmic or automated systems that decide or influence working hours, tasks, salary or dismissal. |
| Equality (novelty) | Equality plan, work-life balance measures and measures for the equality of LGBTI people, where they exist. |
| Others | Termination procedure, applicable collective agreement, Social Security and, where applicable, user company (ETT). |
2. When and how should it be delivered?
- New hires: before the start of the employment relationship.
- Travel abroad: before the worker leaves.
- Changes in conditions: in writing, as soon as possible and, at the latest, on the same day that the change takes effect (unless they result from legal changes or the agreement).
- Format: on paper or electronically, as long as the worker can access, save and print the document.
3. What about the workers who are already on staff?
It is not mandatory to provide the information automatically. However, if a current employee requests it , the company has 30 business days to provide it in full, including any information that was not provided previously.
4. Consequences of non-compliance
Failure to comply with these obligations may result in penalties from the Labor Inspectorate in accordance with the Law on Infringements and Sanctions in the Social Order (LISOS). Furthermore, incomplete information can weaken the company's position in the event of claims regarding wages, working hours, or probationary periods.
5. recommendations
- Review the contract templates and documentation provided to new hires.
- Identify whether the company uses programs or applications that assign shifts or tasks, calculate incentives, or evaluate performance.
- Document any changes to schedule, salary, or duties in writing before they are implemented.
- Have a standard information document prepared to address current employee requests in a timely manner.
6. How can we help you?
At ENNUMERA, we are adapting our contract templates to the new regulations. If you wish, we can prepare an information document outlining working conditions tailored to your company and your collective bargaining agreement, as well as review the documentation you currently provide to your staff.
For any questions or to request this service, please do not hesitate to contact our labor department.
