{"id":4294,"date":"2015-04-15T08:00:25","date_gmt":"2015-04-15T08:00:25","guid":{"rendered":"http:\/\/www.asociacion-eurojuris.es\/en\/?p=4294"},"modified":"2020-04-11T07:22:43","modified_gmt":"2020-04-11T07:22:43","slug":"major-modifications-to-work-conditions-contract-in-spain","status":"publish","type":"post","link":"http:\/\/www.asociacion-eurojuris.es\/en\/major-modifications-to-work-conditions-contract-in-spain\/","title":{"rendered":"Major modifications to work conditions contract in Spain"},"content":{"rendered":"<p style=\"text-align: justify;\">Substantial <a title=\"Labour Lawyers in Spain\" href=\"http:\/\/www.mariscal-abogados.com\/legal-expertise\/labour-lawyers-in-spain\/\">modifications contract Spain<\/a><\/p>\n<ul style=\"text-align: justify;\">\n<li>Significant modifications to the employment contract<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">In Spain, the Workers\u2019 Statute governs major modifications to employment contracts.<!--moreMajor modifications to work conditions contract in Spain--><\/p>\n<p style=\"text-align: justify;\">In Spain, modifications to the workday, working schedule and its distribution, alternate work systems, or remuneration and salary or promotion systems, are considered significant.<\/p>\n<p style=\"text-align: justify;\">Article 41 of the Workers\u2019 Statute establishes the different cases, implemented by the employer, that modify work conditions, as well as their requirements and procedures. It should be noted that the current wording of the provision is the result of changes made by the Royal Decree-Law 3\/2012 of 10th February 2012 on urgent measures to reform the labour market in Spain.<\/p>\n<ul style=\"text-align: justify;\">\n<li>Required conditions for significant modification to work conditions<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">It is important to note that the Worker\u2019 Statute enables the employer to modify given aspects of work conditions on the individual level as well as on the collective level, as long as these modifications are justified by economic, technical, organizational or production reasons. The law recognizes the reasons linked to competition, productivity, or technical or labour organization.<\/p>\n<ul style=\"text-align: justify;\">\n<li>Types of Significant modifications to work conditions<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">Paragraph 1 of Article 41 establishes a non-exhaustive list of subjects whose modification will be considered as a significant modification to work conditions: (i) working hours (ii) distribution of work schedule (iii) Alternate work system (iv) remuneration and salary system (v) work and performance system and (vi) functions that exceed the limits of functional mobility as defined in Article 39 of the Worker\u2019 Statute<\/p>\n<p style=\"text-align: justify;\">These previous changes may affect the conditions contained in the employment contract, the collective agreements or pacts, or unilateral decisions of the employer with collective effects.<\/p>\n<ul style=\"text-align: justify;\">\n<li>Communication of the decision on significant modifications to work conditions<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">The process to communicate the decision of a significant modification to employee work conditions, as well as deadlines and actions, will be subject to scope of the modification: whether this modification reaches the threshold of a collective modification.<\/p>\n<p style=\"text-align: justify;\">The Worker\u2019 Statute ascribes a collective character to the modifications when they reach a given proportion of workers.<\/p>\n<p style=\"padding-left: 60px; text-align: justify;\">&#8211; In companies staffed with less than 100 employees: the measure should affect at least 10 employees.<\/p>\n<p style=\"padding-left: 60px; text-align: justify;\">&#8211; In companies staffed between 100 and 300 employees: the measure should affect 10% of the employees.<\/p>\n<p style=\"padding-left: 60px; text-align: justify;\">&#8211; In the biggest firms, the measure should affect 30 employees.<\/p>\n<p style=\"text-align: justify;\">In the non-collective framework (individual), the employer\u2019s decision to change any significant condition should be communicated to the employee and his or her legal representative within 10 days prior to the effective date of the change.<\/p>\n<p style=\"text-align: justify;\">In regards to communication in a collective framework, a 15 days consultation period will be opened to debate the circumstances motivating such a change. This consultation period can be replaced at any time by a mediation or arbitration to seek agreement between the employer and the workers. If, the consultations end without any agreement between the parties, the decision on the significant modifications to work conditions will take effect 7 days after notification to the employees of the consultation results. Otherwise, the agreement reached between the employer and the workers\u2019 representatives will be effective.<\/p>\n<ul style=\"text-align: justify;\">\n<li>Opportunities available to the employees (individual framework)<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">The Worker\u2019 Statute gives individual employees three claims of action in response to significant modifications to work conditions.<\/p>\n<p style=\"text-align: justify;\">The employees can either accept the decision, go before a labour court or terminate their employment contract (except in cases where the modification is to the work and performance system) and receive 20 days\u2019 salary compensation per year of service (corresponding to monthly apportionment)for a maximum of 20 monthly instalments.<\/p>\n<ul style=\"text-align: justify;\">\n<li>Opportunities available to the employees (collective framework)<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">In collective cases, the employees have the ability to bring a class action in addition to individual claims before the labour court (mentioned above). It is important to note that individual actions will be suspended by the class action brought.<\/p>\n<p style=\"text-align: justify;\"><strong>Nicol\u00e1s Melchior<\/strong><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Substantial modifications contract Spain Significant modifications to the employment contract In Spain, the Workers\u2019 Statute governs major modifications to employment contracts.<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1064],"tags":[],"class_list":["post-4294","post","type-post","status-publish","format-standard","hentry","category-pubications"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Modifications to work conditions contract in Spain<\/title>\n<meta name=\"description\" content=\"Major modifications to employment conditions in Spain are governed by article 41 from the Workers\u2019 Statute.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"http:\/\/www.mariscal-abogados.com\/major-modifications-to-work-conditions-contract-in-spain\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Modifications to work conditions contract in Spain\" \/>\n<meta property=\"og:description\" content=\"Major modifications to employment conditions in Spain are governed by article 41 from the Workers\u2019 Statute.\" \/>\n<meta property=\"og:url\" content=\"http:\/\/www.mariscal-abogados.com\/major-modifications-to-work-conditions-contract-in-spain\/\" \/>\n<meta property=\"og:site_name\" content=\"Eurojuris Espa\u00f1a\" \/>\n<meta property=\"article:published_time\" content=\"2015-04-15T08:00:25+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2020-04-11T07:22:43+00:00\" \/>\n<meta name=\"author\" content=\"Mariscal &amp; 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