Spanish labor lawyer Ignacio de la Calzada has detailed three new workplace rights that existing employees in Spain can claim from their companies under Royal Decree 723/2026.
The regulation came into force on October 5, 2026. While media attention focused on contracts signed after that date, De la Calzada explained that the decree also provides immediate benefits to staff members already on the payroll.
De la Calzada, known on social media under the name Un Tio Legal and the handle @laboral_tips, outlined the changes in a video addressing what he described as the lesser-known aspects of the new law. He warned that employers could previously deny these three requests and noted that very few workers are aware of their new options.
In the Spanish legal system, a Royal Decree is a statutory norm enacted by the Council of Ministers with the force of law. Spanish labor relationships are also governed by collective bargaining agreements, which set industry-wide standards for working hours, job classifications, and wage scales across different economic sectors.
Written requests for contract details
The first entitlement allows employees to request written documentation for any workplace terms that were omitted from their original agreements. Companies are required to update contracts on their own initiative, but if a worker submits a formal request, the employer has 30 business days to deliver the missing information.
The information subject to disclosure includes work schedules, shift patterns, notice periods, applicable collective bargaining agreements, and rights to professional training. De la Calzada stated that companies must deliver these details in a format that employees can both save and print.
Itemised salaries and bonus calculations
The second right directly alters pay transparency on monthly wage slips. De la Calzada explained that businesses may no longer pay a flat lump sum without detailing individual wage components on the payroll statement.
When pay structures include variable rates, sales commissions, or performance incentives, employers must now explain the exact formula used to calculate those amounts. Companies must also specify the concrete targets workers need to meet to receive those extra earnings.
De la Calzada pointed out that employees frequently hear from management that they failed to reach performance goals without ever receiving a clear explanation of what those targets were.
Algorithm transparency for workplace decisions
De la Calzada highlighted the third measure as the most significant change introduced by the decree. Workers now possess the right to know whether an algorithm or automated software system is used to assign shifts, allocate tasks, determine salaries, or decide promotions.
If an employer relies on automated tools to make these workforce decisions, the company is legally obliged to explain the criteria governing those systems. De la Calzada emphasized that management can no longer dismiss worker inquiries by stating that decisions were made automatically by computer systems.
De la Calzada regularly provides advice on employment law through online platforms and media broadcasts, including appearances on television programs such as Atresmedia's Zapeando. His content focuses on explaining employment statutes, wage calculations, and workplace protections to workers across Spain.
Filing formal written requests
In his closing recommendations, De la Calzada advised workers not to wait for their employers to take action voluntarily. He stated that these rights will not take effect automatically unless employees actively request them from company management.
He urged employees to submit all inquiries in writing and retain copies as legal proof of their request. He concluded his guidance by advising workers not to let themselves be misled by employers.
