Teleworking. That was the option chosen by most companies in March due to Covid-19. The Government decreed the State of Alarm and paralyzed all non-essential activity. To the various problems faced by companies, large and small, was added the time control. In Spain teleworking was not in “fashion” and nobody knew how to manage this new panorama. So some of them temporarily parked the registration system in breach of the law that was approved in May 2019 in which all workers had the obligation to register their working hours.

The arrival of the coronavirus did not change anything. The obligation remains the same, that is, you must implement the control of the day and continue to record the hours that your employees work. If not, companies face fines ranging from € 626 to € 6,250 for committing “serious labor relations offenses.”

Faced with this new situation and a second wave hitting our country, many companies continue teleworking and others are reintroducing it. For what the Government has seen in the duty to publish in the BOE a law that regulates this practice. The goal is to avoid the confusion that occurred in the first wave. It has been maintaining contact with the employers and unions to allow the regulation of teleworking. And, once approved, companies must develop agreements with the staff to regulate this type of work. For this, you have three months.

New telework law

What does this new law consist of?

  • The new law defines what telework is: “telework is that which is carried out for a minimum of 30% of the day, taking as a reference a period of three months”.
  • Company agreement with employees: the means needed, the time control system to be implemented, distribution of the hours (face-to-face and non-face-to-face), additional expenses (electricity, internet …), internal confidentiality regulations, time availability…
  • The company has the obligation to provide the means (and their maintenance) necessary for the employee to carry out his functions.
  • No worker can be forced to telecommute. He may return to his workplace whenever he wants, but giving advance notice.
  • It is the worker who will choose his schedule and breaks and breaks will continue to be respected.
  • Regarding occupational risks, companies may request an inspection of the risks that their employee may have, as long as the worker accepts.
  • Digital disconnection: “all companies must develop internal regulations that regulate the right of their staff to limit the use of technological equipment during rest time.”
  • Training or internship contracts: a maximum of 50% of the total hours may be teleworked.

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Vigilant – Time Control 

The time control law guarantees that workers fulfill their duties and their rights are respected. And that’s what they want to keep happening if you telecommute.

Vigilant offers companies different versatile and easy-to-use time and presence control solutions and systems. In order to comply with current regulations (even with teleworking), improving productivity, reducing administrative costs, managing your team efficiently, reducing absenteeism and managing all activity from anywhere with an internet connection.

Do not hesitate, and bet on Vigilant solutions.

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