Spanish labor laws regulate salary, schedule changes, and time tracking

Under Spanish labor law, specifically Article 41 of the Workers' Statute, employers may implement substantial modifications to working conditions, such as changes to salary, schedules, or shifts, provided there are objective economic, technical, organizational, or production reasons. To avoid legal repercussions, companies must provide at least 15 days' notice to employees and their legal representatives. If a modification is deemed substantial and causes prejudice to the worker without following these rules, the employee may be entitled to compensation equivalent to 20 days of salary per year worked.

Additionally, since May 2019, Article 34 of the Workers' Statute mandates that all companies and self-employed individuals with employees must maintain an accurate daily record of working hours. This registry is intended to ensure workers are compensated for all time worked, including overtime. Manipulating these records—such as forcing employees to clock out while still working or using editable spreadsheets to hide overtime—is illegal. If a company's timekeeping system is found to be unreliable or manipulated during a legal dispute, courts typically rule in favor of the worker.