Companies must detail the conditions of the probation period in employment contracts. The new regulation aims to protect workers from unjustified dismissals in their first months of employment.
Companies in Spain will face new requirements for dismissing employees during the probation period, according to expansion.com. The Government will issue a royal decree that will require the duration of the probation period and the specific criteria to be evaluated to be included in contracts.
This measure aims to provide greater transparency and protection for workers, allowing those dismissed in the first months of work to claim if the reasons for termination are not adequately justified. The regulation reinforces Article 14 of the Workers' Statute, which states that the probation period must be in writing, and if not, it is understood that it did not exist.
Furthermore, the duration of the probation period may not exceed six months for qualified technicians and two months for other workers, although longer periods may be established if collective agreements allow. Employers must specify in the contract the obligations and evaluation criteria that will apply during this period.
From the Ministry of Labour, they assure that these measures are not just a formality, but aim for a significant transformation in the way employment contracts are managed. Non-compliance with these new requirements could result in dismissals being classified as unfair, which could lead to penalties for companies.
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