When does the reduction of working hours come into force?

The reduction of working hours is one of the most striking issues of the 2025 labour agenda. With this, the Government seeks to boost productivity, improve health and reinforce safety among Spanish companies. Below, we tell you in detail when it will come into force, its impact on the business world and the expected benefits after its implementation.

When will the reduction of working hours be effective?

There is currently no exact date set for the entry into force of this reduction, due to the multiple delays it has suffered for external reasons (such as the blackout of 28 May, for example). However, according to the draft law published in the Official Gazette of the Spanish Parliament, companies will have until 31 December 2025 at the latest to adapt to the reduction of 37.5 hours per week.

How will it affect the business world?

This reduction of working hours would benefit more than 12 million workers in the private sector, more than 80% of whom work full-time. In this respect, there are certain aspects to be taken into account:

  1. Those collective bargaining agreements that already operate with reduced working hours no longer than those established in the new working hours shall not undergo any modification in this regard.
  2. Remuneration and rights acquired by the worker prior to the reduction in working hours will not be affected.
  3. The self-employed may be collaterally affected by this reduction, an impact that the government intends to defray by proposing economic aid.
  4. This reform entails the compulsory implementation of the digital working timeregister.
  5. The regime for non-compliance with this modification entails penalties of up to 10,000 euros per worker.

Objectives and benefits of reduced working hours

The main objective of this reform is to improve the welfare of workers without jeopardising the productive capacity of companies. Some of the expected improvements are detailed below:

  • Improvement of the health and safety of human capital at work.
  • An increase in the productivity and competitiveness of organisations, as a result of the reduction of workers’ fatigue and stress.
  • Effective guarantee of workers’ right to disconnection and privacy.
  • Regulation and control of working time through mandatory digital recording.

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