Spain

Key Facts at a Glance

Workers' Statute (Estatuto de los Trabajadores - ET)

The Estatuto de los Trabajadores (Real Decreto Legislativo 2/2015, consolidating the original 1980 statute) is the primary legislation governing individual and collective employment relationships in Spain. It establishes the fundamental rights and obligations of employers and employees.

Fundamental Employee Rights (Art. 4 ET)

• Right to work and free choice of profession: Encompasses effective occupation, promotion, and vocational training.
• Right to non-discrimination: Prohibition of discrimination on grounds of sex, marital status, age, race, social condition, religion, political opinion, sexual orientation, gender identity, trade union membership, language, or disability.
• Right to physical integrity and health and safety policy: Developed further in the Prevention of Occupational Risks Act (Law 31/1995).
• Right to privacy and dignity: Including protection against harassment (acoso) and employer surveillance limitations.
• Right to timely payment of remuneration: Including interest on late wages.
• Right to collective bargaining and trade union activity: Constitutionally guaranteed (Arts. 28 and 37 of the Spanish Constitution).

Employment Contract Types (Arts. 8-16 ET)

Following the 2021-2022 labour reform, the principal contract types are:

Indefinite (Indefinido)

The default and preferred contract type. May be full-time or part-time. Includes the fijo-discontinuo variant for seasonal or intermittent work.

Structural Fixed-Term (Por circunstancias de la producción)

For genuine temporary increases in workload. Maximum 6 months (extendable to 12 by CBA). Severely restricted since 2022 reform.

Substitution (Sustitución)

To replace a worker with a right to return (maternity, sick leave, etc.) or to cover a position during a selection process (max 3 months).

Training Contracts

Two subtypes: formación en alternancia (dual training, 16-30 years) and obtención de práctica profesional (professional practice, within 3 years of qualification).

Employer Obligations

• Provide effective work and maintain the employment relationship in good faith.
• Pay wages punctually and provide monthly payslips itemising all concepts.
• Register all employment contracts with the public employment service (SEPE) within 10 days.
• Maintain a daily working time register for all employees (Art. 34.9 ET, since 2019).
• Ensure occupational health and safety in accordance with Law 31/1995.

Estatuto de los Trabajadores (BOE)

Dismissal Law

Spanish dismissal law distinguishes between objective dismissal (despido objetivo), disciplinary dismissal (despido disciplinario), and collective redundancy (despido colectivo / ERE). A dismissed employee may challenge the termination, which will be classified as procedente (fair), improcedente (unfair), or nulo (void).

Types of Dismissal

Objective Dismissal (Despido Objetivo)

Based on economic, technical, organisational, or production (ETOP) causes, or employee ineptitude, failure to adapt, or justified absences (limited). Requires 15 days' written notice and simultaneous delivery of 20 days' salary per year of service (max 12 months' pay). If ruled fair: employer keeps the severance at 20 days/year.

Disciplinary Dismissal (Despido Disciplinario)

Based on serious and culpable breach by the employee (Art. 54 ET): repeated absences, insubordination, workplace harassment, breach of good faith, habitual drunkenness/drug use. No notice period or severance required if ruled fair (procedente). If ruled unfair: 33 days/year (max 24 months).

Collective Redundancy (ERE - Expediente de Regulación de Empleo)

Required when ETOP-based dismissals affect: 10+ workers in companies with < 100; 10% in companies of 100-299; 30+ in companies with ≥ 300; or the entire workforce if > 5 employees. Mandatory consultation with worker representatives and notification to labour authority.

Judicial Classification of Dismissals

FOGASA (Fondo de Garantía Salarial)

FOGASA is a public guarantee fund that covers unpaid wages (up to 120 days) and severance (up to 30 days/year, max 1 year, capped at double the minimum wage) in cases of employer insolvency or bankruptcy. Funded by employer contributions.

Key Risk: In practice, many Spanish employers opt for the improcedente route (accepting the dismissal will be ruled unfair and paying 33 days/year) rather than attempting to prove objective or disciplinary grounds. This "express dismissal" strategy provides certainty but at higher cost. Since the 2012 reform eliminated back pay (salarios de tramitación) for improcedente dismissals where the employer opts to pay severance, the cost is more predictable.

Challenge Period: Employees have 20 working days from the date of dismissal to file a challenge (papeleta de conciliación) before the SMAC (Servicio de Mediación, Arbitraje y Conciliación). This mandatory pre-litigation conciliation must be attempted before filing a court claim.

Collective Bargaining

Spain has a multi-level collective bargaining system, constitutionally guaranteed (Art. 37 CE). Collective agreements (convenios colectivos) have the force of law (eficacia normativa) and apply to all workers and employers within their scope, regardless of union membership (erga omnes effect).

Levels of Bargaining

Sectoral Agreements (Convenio de Sector)

Negotiated at national, regional (Comunidad Autónoma), or provincial level between representative unions and employers' associations. Set minimum conditions for the entire sector: pay tables, job classifications, working time, overtime rates, leave.

Company Agreements (Convenio de Empresa)

Negotiated between the company and the works council (comité de empresa) or staff delegates. Since the 2012 reform, company agreements have priority over sectoral agreements on: base pay, overtime, working time distribution, job classification, and work-life balance measures (Art. 84.2 ET).

Inter-Confederal Agreements

Framework agreements between the major confederations (CCOO, UGT on the union side; CEOE, CEPYME on the employer side) setting guidelines for lower-level bargaining on wages, employment quality, and structural issues (e.g., AENC agreements).

Ultra-Activity (Ultraactividad)

When a collective agreement expires and no new agreement has been reached:

• The expired agreement continues to apply in full during the negotiation period.
• Prior to the 2012 reform, ultra-activity was unlimited. The reform introduced a 1-year limit, after which the higher-level sectoral agreement would apply.
• In practice, many collective agreements now include clauses extending ultra-activity indefinitely or for defined periods, and case law has developed nuanced rules about which terms survive expiry.

Inaplicación (Opt-Out / Descuelgue)

Companies experiencing ETOP difficulties may opt out of the applicable collective agreement on: working time, remuneration, shift systems, job classification, and other conditions (Art. 82.3 ET). This requires agreement with worker representatives. If no agreement is reached, the matter may be referred to the CCNCC (Comisión Consultiva Nacional de Convenios Colectivos) or equivalent regional body.

Major Organisations

Representativeness is determined by the number of elected workplace delegates and works council members (audiencia electoral), not by membership count.

CCOO · UGT · CEOE

Worker Representation

Spanish law provides for elected worker representation at workplace level through two parallel structures: staff delegates for smaller workplaces and works councils for larger ones. Trade union sections operate alongside these bodies.

Elected Representation

Information and Consultation Rights

Worker representatives have the right to be informed and consulted on (Art. 64 ET):

• Economic information: Company's economic situation, production evolution, sales, order book (quarterly).
• Employment data: Contract statistics, absenteeism rates, workplace accidents, occupational diseases (quarterly).
• Structural changes: Mergers, acquisitions, restructuring plans, workforce reductions (prior consultation).
• Working conditions: Changes to working time, shift systems, pay structures, job classifications.
• Equality plans: Negotiation and monitoring of equality plans in companies with 50+ employees.
• Subcontracting: Information on subcontracting arrangements and their impact on employment.

Trade Union Sections (Secciones Sindicales)

• Workers affiliated to a union may establish a trade union section (sección sindical) in the workplace.
• In companies or workplaces with 250+ employees, unions with representation on the works council are entitled to appoint trade union delegates (delegados sindicales) with guaranteed time off and special dismissal protection.
• Trade union delegates have the same information rights as works council members and may attend works council meetings with voice but no vote.

Protection of Representatives

• Dismissal protection: Representatives cannot be dismissed or sanctioned for exercising their representative functions. Disciplinary dismissal of a representative requires a contradictory hearing (expediente contradictorio) with union involvement.
• Priority of continuity: In redundancy processes, representatives have priority to remain in the company over other workers in their category.
• Guaranteed hours: Paid credit hours for representative duties (15-40 hours/month depending on company size). Hours may be pooled among representatives of the same union.

Working Time and Rest

Working time in Spain is regulated by the Workers' Statute (Arts. 34-38 ET), supplemented by the applicable collective agreement which frequently provides more favourable conditions.

Core Rules

• Maximum ordinary working week: 40 hours on average over the year (Art. 34.1 ET). Collective agreements frequently set lower limits (e.g., 37.5 or 38 hours).
• Maximum daily working time: 9 hours, unless a different distribution is established by collective agreement or, in its absence, by agreement between the company and worker representatives. Minors: max 8 hours/day.
• Irregular distribution: The employer may distribute up to 10% of annual working time irregularly, provided minimum rest periods are respected and 5 days' notice is given (Art. 34.2 ET).
• Working time register: Since Royal Decree-Law 8/2019, employers must maintain a daily record of working time for all employees, specifying start and end times. Records must be kept for 4 years and be available to employees, representatives, and the labour inspectorate.

Overtime (Horas Extraordinarias)

• Annual cap: 80 hours per year of voluntary overtime (Art. 35 ET). Does not include overtime compensated with rest within 4 months.
• Compensation: By collective agreement or individual agreement - monetary payment or compensatory rest. In the absence of agreement, overtime is compensated with rest within 4 months (Art. 35.1 ET).
• Force majeure overtime: Mandatory when necessary to prevent or repair extraordinary damage. Not subject to the 80-hour cap.
• Prohibition: Overtime is prohibited for minors, night workers (as a general rule), and part-time workers (who may work horas complementarias instead).

Rest Periods

Working Time Reduction Proposals: As of 2026, legislative proposals to reduce the statutory working week from 40 to 37.5 hours (without salary reduction) are under active discussion. Monitor the BOE for enacted legislation that may affect planning.

Fixed-Term and Temporary Work (2021-2022 Reform)

The 2021-2022 labour reform (Real Decreto-ley 32/2021, effective 30 March 2022) fundamentally reshaped temporary employment in Spain, imposing the most restrictive rules on fixed-term contracts in recent history. The reform aims to combat Spain's historically high rate of temporary employment (~25% pre-reform).

Key Changes

• Presumption of indefinite employment: All contracts are presumed indefinite unless the employer can demonstrate a valid temporary cause.
• Elimination of the obra o servicio contract: The previously widespread project-based contract has been abolished entirely.
• Only two valid fixed-term causes remain:

1. Production circumstances (circunstancias de la producción): Genuine, temporary increase in workload. Maximum 6 months (extendable to 12 by sectoral CBA). A separate 90-day variant exists for foreseeable, short-duration needs (non-consecutive, within a 6-month reference period).
2. Substitution (sustitución): Replacement of a worker with a right to return, or cover during a selection process (max 3 months).

Anti-Abuse Measures

• Chain contract rule: Workers who, within a 24-month period, have been employed for 18+ months (with or without breaks) on two or more fixed-term contracts, for the same or different position, become indefinite employees automatically (Art. 15.5 ET).
• Position-based conversion: If the same position has been occupied by different temporary workers for 18+ months within 24 months, the last worker occupying it becomes indefinite.
• Penalties for fraud: Social Security contribution surcharge for very short contracts (< 30 days): €26 per contract (additional to normal termination costs). Companies with a temporary employment rate above sector average may face increased inspections.

Fijo-Discontinuo (Indefinite Seasonal)

• The reform promotes the contrato fijo-discontinuo as the appropriate vehicle for seasonal, cyclical, or intermittent work that was previously handled through successive fixed-term contracts.
• This is an indefinite contract with periods of activity and inactivity. Seniority accrues during the entire relationship.
• Workers retain reinstatement rights for each season/period of activity and must be called in order of seniority.
• Also applicable to subcontracting arrangements for recurring services (a significant extension of its historical scope).

Enforcement: The Labour Inspectorate (ITSS) has significantly increased enforcement of temporary contract rules since the reform. Non-compliant fixed-term contracts are converted to indefinite by operation of law, and employers face administrative fines of €1,000 to €10,000 per irregular contract (Art. 7.2 LISOS, classified as serious infraction).

Equal Treatment

Spain has a comprehensive anti-discrimination and equality framework, with the Organic Law 3/2007 for Effective Equality of Women and Men as the cornerstone statute, significantly strengthened by subsequent legislation.

Equality Plans (Planes de Igualdad)

• Mandatory for all companies with 50 or more employees (phased in 2020-2022 by Royal Decree 901/2020).
• Must be negotiated with worker representatives (works council or ad hoc negotiating commission).
• Must include a prior equality diagnosis covering: selection, classification, training, promotion, working conditions, remuneration, work-life balance, prevention of sexual and gender-based harassment, and under-representation.
• Must be registered with the REGCON (Registro de Convenios Colectivos). Validity: max 4 years.
• Failure to have a mandatory equality plan: serious administrative infraction (€751-€7,500) and may result in loss of public subsidies and contract eligibility.

Pay Audits and Transparency (Royal Decree 902/2020)

• Pay register (registro retributivo): Mandatory for all companies, regardless of size. Must include average and median values of salaries, supplements, and non-salary payments, disaggregated by sex and job group.
• Pay audit (auditoría retributiva): Mandatory for companies with 50+ employees (as part of the equality plan). Must evaluate positions, identify unjustified pay gaps, and establish a corrective action plan.
• Job evaluation system: Companies with 50+ employees must have a job evaluation system applying objective, gender-neutral criteria.

LGTBI Protocol (Law 4/2023)

• Companies with 50+ employees must adopt a set of measures and an action protocol for LGTBI inclusion, including anti-harassment procedures (Royal Decree 1026/2024).
• Protocols must be negotiated with worker representatives.
• Must address: non-discrimination in hiring and promotion, inclusive language, training, and a specific procedure for harassment claims related to sexual orientation or gender identity.

Disability

• Companies with 50+ employees must ensure that at least 2% of their workforce are persons with a disability of 33% or more (Art. 42 Royal Legislative Decree 1/2013).
• Alternative measures (donations to foundations, contracts with special employment centres) may be authorised by the labour authority when direct hiring is not feasible.

Harassment Prevention

• All companies must have a protocol for the prevention and handling of sexual harassment and gender-based harassment (Art. 48 Organic Law 3/2007).
• The protocol must include: a declaration of principles, definition of prohibited conduct, complaint procedure, investigation measures, and sanctions.
• Failure to act on harassment may result in employer liability for damages and administrative sanctions.

Remote Work (Ley 10/2021 - Ley de Trabajo a Distancia)

Spain's Remote Work Act (Law 10/2021, previously RDL 28/2020) provides a comprehensive legal framework for remote and telework arrangements, applicable when remote work is performed "regularly" (at least 30% of the working week over a 3-month reference period).

Key Requirements

• Written agreement: A written remote work agreement must be executed before remote working commences and registered with the public employment service. The agreement must detail:
• Inventory of equipment provided by the employer
• List of expenses and their compensation method
• Working schedule and availability periods
• Percentage and distribution of on-site vs. remote time
• Workplace(s) chosen by the employee
• Notice periods for reversibility
• Monitoring and control mechanisms
• Duration of the agreement
• Instructions on data protection and information security

Core Principles

• Voluntariness: Remote work is voluntary for both parties. Neither can be imposed unilaterally. Refusal to work remotely cannot be grounds for dismissal or contract modification.
• Reversibility: The agreement must establish the terms and notice periods for returning to full on-site work.
• Employer cost coverage: The employer must cover or compensate all expenses related to remote work (equipment, connectivity, consumables). The means and amounts are determined by collective agreement or individual agreement.
• Equal treatment: Remote workers must receive the same rights (pay, promotion, training, trade union activity) as comparable on-site workers.

Right to Digital Disconnection

• Workers have the right to digital disconnection outside working hours (Art. 88 LOPDGDD and Art. 18 Law 10/2021).
• Employers must develop an internal policy, negotiated with worker representatives, defining the modalities for exercising the right to disconnect and awareness/training actions.
• Management and supervisors must respect disconnection periods. Violations may constitute an infraction of labour regulations.

Data Protection in Remote Work

• Employers must establish clear instructions on data protection and information security for remote workers.
• Monitoring of remote workers must comply with LOPDGDD principles: purpose limitation, proportionality, and prior information to the employee.
• Use of company devices may be monitored in accordance with the employer's usage policy, provided employees are informed.

Practical Note: The cost compensation obligation has been a source of significant uncertainty, as many collective agreements have not yet addressed the specific amounts. Until CBA provisions are in place, companies should establish clear internal policies to avoid disputes. The Labour Inspectorate has begun verifying compliance with the written agreement and registration requirements.

Data Protection (LOPDGDD)

Employee data protection in Spain is governed by the EU General Data Protection Regulation (GDPR) as supplemented by the Organic Law 3/2018 on the Protection of Personal Data and Guarantee of Digital Rights (LOPDGDD). The LOPDGDD contains specific provisions on employee digital rights that go beyond the GDPR.

Supervisory Authority

The Agencia Española de Protección de Datos (AEPD) is the primary supervisory authority. Regional authorities exist in Catalonia (APDCAT) and the Basque Country (AVPD) for the public sector.

Employee Monitoring Rules

Digital Rights at Work (LOPDGDD Arts. 87-91)

• Right to privacy in use of digital devices (Art. 87): Employer must define usage policies for company devices.
• Right to digital disconnection (Art. 88): Employer must prepare a disconnection policy negotiated with representatives.
• Right to privacy regarding video surveillance and recording (Art. 89): Prior information requirement.
• Right to privacy regarding geolocation (Art. 90): Information obligation and proportionality.
• Digital rights in collective bargaining (Art. 91): Collective agreements may develop and improve upon these rights.

AEPD Enforcement: The AEPD is one of the most active data protection authorities in Europe. It has imposed significant fines on employers for: covert video surveillance without proper justification, GPS tracking outside working hours, and processing employee health data without adequate legal basis. The AEPD publishes detailed sector-specific guidance and resolves a high volume of complaints annually.

Social Security and Benefits

Spain's social security system (Régimen General de la Seguridad Social) covers employees for sickness, maternity/paternity, workplace accidents, occupational disease, disability, retirement, death, and unemployment. It is a pay-as-you-go system funded by employer and employee contributions.

Contribution Obligations

• Employer contribution: Approximately 30-32% of gross salary (common contingencies ~23.6%, unemployment ~5.5-6.7%, FOGASA 0.2%, professional training 0.6%, MEI 0.58%, etc.).
• Employee contribution: Approximately 6.4-6.5% of gross salary (common contingencies ~4.7%, unemployment ~1.55-1.6%, professional training 0.1%, MEI 0.12%).
• Contributions are calculated on a regulated base (base de cotización) with minimum and maximum limits updated annually.

Temporary Incapacity (Incapacidad Temporal)

• Common illness / non-work accident: Days 1-3: no benefit (employer may pay per CBA). Days 4-15: 60% of base, paid by employer. Day 16-20: 60% of base, paid by Social Security/mutua. Day 21+: 75% of base. Maximum duration: 365 days, extendable by 180.
• Workplace accident / occupational disease: 75% of base from day following the accident, paid by the insuring entity (mutua). Employer pays the day of the accident at full salary.

Maternity and Paternity Leave (Birth and Child Care)

• Since 2021, both parents are entitled to 16 weeks' fully paid leave (prestación por nacimiento y cuidado de menor).
• Mandatory 6 weeks: Full-time, immediately after birth, for both parents.
• Remaining 10 weeks: May be taken continuously or in weekly periods (full or part-time) within the first 12 months of the child's life.
• Benefit: 100% of the regulatory base, paid by Social Security (subject to maximum contribution base).
• Breastfeeding leave (lactancia): 1 hour per day (divisible) or 30-minute reduction for children under 9 months. May be accumulated into full days per CBA or agreement.

Other Key Benefits

• Unemployment (prestación por desempleo): 70% of base for first 180 days, then 50%. Duration: 120 days to 720 days depending on contribution period. Managed by SEPE.
• Permanent disability: Partial (55-75% of base), total (100%), and severe (100% + 50% supplement) categories.
• Retirement: Ordinary retirement age is gradually increasing to 67 years (by 2027) for those with less than 38.5 years of contributions; 65 for those with 38.5+ years.

ERTEs (Temporary Employment Regulation Files)

ERTEs (Expedientes de Regulación Temporal de Empleo) are a distinctive feature of Spanish labour law, allowing companies to temporarily suspend employment contracts or reduce working hours without terminating the employment relationship. The framework was significantly modernised by the 2021-2022 labour reform (RDL 32/2021).

Types of ERTEs

ETOP Causes

Based on economic, technical, organisational, or production causes. Requires a consultation period with worker representatives (max 15 days for companies < 50 employees, max 15 days in general). Reduction of 10-70% of working time or full suspension. Maximum duration defined by cause and agreement.

Force Majeure

Temporary, unforeseeable events or events that, while foreseeable, are unavoidable (natural disasters, health crises, government-imposed restrictions). Must be verified by the labour authority. Faster procedure: authority must rule within 5 days of application (silence = authorisation).

RED Mechanism

A new, permanent mechanism introduced by the 2022 reform, activated by the Council of Ministers. Two modalities: cyclical (general economic downturn, max 1 year) and sectoral (structural changes in a sector, max 1 year extendable to 2). Includes mandatory retraining.

Key Features of the Post-Reform ERTE Framework

• Social Security benefits: Employers receive Social Security contribution exemptions during the ERTE (variable rates depending on ERTE type, company size, and training activity). Higher exemptions for SMEs and companies providing training.
• Unemployment benefit: Affected workers access unemployment benefits during suspension/reduction. Counter does not run against their total entitlement (for force majeure and RED ERTEs).
• Safeguard clause: Companies using ERTEs must maintain employment for 6 months after the ERTE ends. Breach triggers repayment of Social Security exemptions.
• Training obligation: Companies must offer training activities to affected workers to access maximum contribution exemptions.
• Prohibited actions during ERTE: Overtime, new hiring for functions performed by suspended workers, and outsourcing of affected functions.

Legacy: ERTEs became a household term in Spain during COVID-19, when up to 3.4 million workers were covered by force majeure ERTEs (2020). The reform institutionalised the flexible ERTE framework as a permanent alternative to layoffs, drawing on the German Kurzarbeit model while adapting it to Spanish industrial relations.

Employee Thresholds - Quick Reference

Thresholds are generally calculated at the workplace (centro de trabajo) level for representation purposes and at the company level for equality and disability obligations. Part-time workers count proportionally for some obligations. Verify the applicable counting methodology for each specific obligation.

Practical Timelines

Implementing workforce changes in Spain requires careful attention to mandatory consultation periods, challenge deadlines, and administrative procedures.

Planning Advice: For collective redundancy processes, allow 2-4 months from initiation to completion, including the consultation period, implementation of individual dismissals, and the 20-working-day challenge window. Court proceedings, if challenged, can extend the timeline by 6-18 months depending on jurisdiction. Major cities (Madrid, Barcelona) generally have longer processing times.

Key Challenges and Risk Areas

Temporality Reform Enforcement: The 2022 reform has drastically reduced the lawful use of fixed-term contracts. The Labour Inspectorate is aggressively targeting non-compliant temporary contracts, with conversion to indefinite status and fines of up to €10,000 per contract. Companies reliant on temporary staffing models must redesign their workforce strategies.

Equality Plan Compliance: All companies with 50+ employees must have a registered equality plan. Late adoption or non-compliance carries fines (€751-€225,018 for very serious infractions), potential loss of public subsidies, and reputational risk. The plan must be genuinely negotiated with representatives and include measurable objectives.

Digital Disconnection: Although the right to disconnect has been law since 2018 (LOPDGDD), enforcement is increasing and employee awareness is growing. Companies must develop and implement a disconnection policy negotiated with worker representatives. Failure exposes the company to labour inspectorate actions and damages claims.

Subcontracting Restrictions: The 2021 reform (RDL 32/2021 and Law 9/2017) strengthened requirements for subcontracting: the CBA applicable to the principal activity must apply to subcontracted workers, and companies are jointly liable for Social Security obligations. This significantly increases costs and compliance burden for outsourcing arrangements.

Regional Variations: Spain's autonomous community structure means that regions like the Basque Country, Catalonia, Navarra, and Galicia have distinctive industrial relations landscapes, different representative unions (ELA-STV, LAB, CIG), and in some cases regional labour legislation. National strategies must be adapted to regional realities.

Resources and Links

Legislation (Official Sources)

• BOE (Boletín Oficial del Estado)
• Workers&#39; Statute (Estatuto de los Trabajadores - ET)
• Labour Reform (Real Decreto-ley 32/2021)
• Remote Work Act (Ley 10/2021)
• Data Protection and Digital Rights (LOPDGDD - LO 3/2018)
• Equality Act (Organic Law 3/2007)
• Prevention of Occupational Risks (Law 31/1995)

Institutions

• Ministerio de Trabajo y Economía Social
• SEPE (Servicio Público de Empleo Estatal)
• Seguridad Social (Tesorería General)
• Inspección de Trabajo y Seguridad Social (ITSS)
• Agencia Española de Protección de Datos (AEPD)
• Consejo General del Poder Judicial (CGPJ)

Trade Unions and Employers' Associations

• CCOO (Comisiones Obreras)
• UGT (Unión General de Trabajadores)
• CEOE (Confederación Española de Organizaciones Empresariales)
• CEPYME (Confederación Española de la Pequeña y Mediana Empresa)
• ELA-STV (Basque Country)

See also

• Europe
• France
• Italy
• Belgium
• Netherlands