[Spain] Government reduces period to implement sustainable mobility to work plans

Spain has recently introduced new measures through Royal Decree-Law 7/2026 as part of its response to the crisis in the Middle East. Alongside this, it has updated the Sustainable Mobility Law (9/2025), bringing forward a key deadline for businesses, Garrigues reports.

Under the new rules, companies with more than 200 employees (or more than 100 per shift) must create a “sustainable mobility to work” plan. Originally, businesses had until December 5, 2027, to do this, but the deadline has now been moved forward by a year to December 5, 2026.

Before putting these plans in place, companies must first discuss and agree on them with employee representatives. If there are no formal representatives, they must reportedly consult with the most representative trade unions, both nationally and within their sector.

In addition, there is an important condition for companies receiving direct financial support under this decree-law. If they fail to comply with these requirements, they must pay back the support they received.

The decree also introduces job protection measures. Companies benefiting from this support may not make redundancies related to force majeure or economic, technical, organisational, or production reasons linked to the current situation until June 30, 2026.

The rules also protect workers on permanent seasonal contracts. Companies cannot simply stop calling them in for work or end their active periods due to these circumstances.

Organisations found breaking these rules will reportedly have to repay any financial support received, and any dismissals made in breach of these protections will be considered legally invalid.

Source: Garrigues

Spain has recently introduced new measures through Royal Decree-Law 7/2026 as part of its response to the crisis in the Middle East. Alongside this, it has updated the Sustainable Mobility Law (9/2025), bringing forward a key deadline for businesses, Garrigues reports.

Under the new rules, companies with more than 200 employees (or more than 100 per shift) must create a “sustainable mobility to work” plan. Originally, businesses had until December 5, 2027, to do this, but the deadline has now been moved forward by a year to December 5, 2026.

Before putting these plans in place, companies must first discuss and agree on them with employee representatives. If there are no formal representatives, they must reportedly consult with the most representative trade unions, both nationally and within their sector.

In addition, there is an important condition for companies receiving direct financial support under this decree-law. If they fail to comply with these requirements, they must pay back the support they received.

The decree also introduces job protection measures. Companies benefiting from this support may not make redundancies related to force majeure or economic, technical, organisational, or production reasons linked to the current situation until June 30, 2026.

The rules also protect workers on permanent seasonal contracts. Companies cannot simply stop calling them in for work or end their active periods due to these circumstances.

Organisations found breaking these rules will reportedly have to repay any financial support received, and any dismissals made in breach of these protections will be considered legally invalid.

Source: Garrigues