A Look at the CJEU Ruling: Maternity Supplement for Retired Men in Spain
September 21, 2023
Training contracts have also undergone a reform. As of March 31, 2022, there will be two types of training contracts: the Dual Training Contract (work-training) with a duration from 3 months to 2 years, and the Training Contract for Professional Practices, with a duration from 6 months to 1 year. In any case, the minimum salary that workers will be able to receive will be equivalent to the Minimum Interprofessional Wage (SMI).
So, what does this new labor reform consist of? In a nutshell, it is designed to reduce precariousness and temporariness in employment. That’s a fancy way of saying it will make it easier for people to find stable and long-term jobs. To this end, the government introduces a couple of reforms to the contracts known as “fixed-term contracts”. These will only be made under a series of specific conditions. Such as the replacement of a worker, or a sudden change in the company’s production level. In essence, the circumstance of which
requires a one-off increase in the workforce that is not meant to be permanent.
A tangible example of this circumstance could be an agricultural campaign, a construction site that requires more personnel in a timely manner, or the increase in demand for a restaurant during the month of August.
This reform also reduces the period of time established for an employee to be considered a permanent employee, in this way, if an employee renews his or her temporary contract for a duration of more than 18 months (within a period of 2 years), he or she will be considered a permanent employee by law. And therefore, he/she will be able to enjoy the advantages that this condition grants him/her.
With the new labor reform, a new type of contract called “permanent-discontinuous contract” has been introduced, which is specifically designed for certain types of companies that until now worked with temporary contracts, such as Temporary Employment Agencies (ETT).
These new contracts allow workers to have a more stable work regime, being able to enjoy the same rights as those with a permanent contract. All this means that, if you work under a temporary contract, you will now have more protection against a possible lay-off.
Training contracts have also undergone a reform. As of March 31, 2022, there will be two types of training contracts: the Dual Training Contract (work-training) with a duration from 3 months to 2 years, and the Training Contract for Professional Practices, with a duration from 6 months to 1 year. In any case, the minimum salary that workers will be able to receive will be equivalent to the Minimum Interprofessional Wage (SMI).
In conclusion, we can say that the objective of these new contracts is to provide more stability to workers and reduce the high levels of precariousness and temporary employment. So, if you are a company, you will have to be much more selective when hiring temporary workers. And if you are a worker, you will have more job security and benefits.
