Labor Changes of 2025: Keys to a Successful Transition
The year 2025 is already here, and with it come significant changes in labor regulations that companies must proactively address. Staying informed about these updates will not only prevent penalties but also help ensure a smoother transition to the new legal frameworks, promoting more efficient management and alignment with the directives of this new cycle. At Vosel, we provide a summary of the key changes so your company can be fully prepared to face them.
Reduction of the Working Hours
Starting in 2025, the workweek will be reduced to 37.5 hours. This adjustment will require organizations to reorganize their shifts and schedules, optimizing resources to maintain productivity. While this change may present challenges, it also offers an opportunity to improve internal processes and promote employee well-being. The new framework includes measures such as the right to digital disconnection and the possibility of flexible hours, fostering a better balance between personal and work life. Although the legislation is still being finalized, it is essential for companies to prepare in advance.
Right to Digital Disconnection
The right to digital disconnection will be fully recognized starting in 2025, which requires companies to establish clear guidelines regarding communication outside of working hours. This regulation aims to promote better work-life balance, reduce stress, and create healthier work environments. Companies will need to ensure this right is respected, promoting balance as an essential part of a productive and healthy corporate culture.
Mandatory Digital Time Tracking System
From 2025 onwards, all companies will be required to implement a digital time tracking system. This regulation aims to ensure transparent and effective control of working hours, allowing the Labor Inspectorate to access data electronically. It is crucial to select the appropriate software to meet legal and administrative requirements. The system must be secure, reliable, and accessible, ensuring that overtime is properly compensated and that records are kept for at least four years.
Increase in the Minimum Interprofessional Wage (SMI)
The Minimum Interprofessional Wage (SMI) will increase by 5% in 2025, reaching 1,190.70 euros per month in 14 payments. This adjustment will affect labor costs and will require companies to review their compensation policies. The increase aims to reduce economic inequalities and adjust to the rising cost of living, improving worker welfare.
Additional Solidarity Contribution
In 2025, an additional contribution will be imposed on earnings that exceed the maximum contribution base, with progressive rates ranging from 5.5% to 7%. This change will require companies to make adjustments to payroll and correctly classify the affected amounts. Although the impact will be shared between the employer and employee, it is crucial to ensure the correct implementation of this measure.
Compensation for Unjust Dismissal
Compensation for unjust dismissal will increase in 2025, in line with the recommendations of the European Committee of Social Rights. This adjustment should be accounted for in companies’ cost forecasts and will require modifications in personnel management and labor relations strategies.
Intern Status
Throughout 2025, limits will be set on the number of interns per workforce (maximum 20%) and fair compensation will be guaranteed. This measure will transform internship programs, promoting greater professionalism and providing interns with a more equitable environment and more stable job opportunities.
Parental Leave Compensation
Starting in 2025, the eight-week parental leave will be paid and must be taken before the child turns eight. This change in labor regulations will require companies to review their internal policies to ensure flexibility and minimize impact on productivity. The goal of this change is to encourage shared responsibility in family care and improve the balance between work and personal responsibilities.
How to Manage These Changes Effectively?
Each of these labor changes in 2025 requires specific adjustments in human resources management. At Vosel, we understand that these changes can cause uncertainty, but they also present a great opportunity to strengthen the structure of companies. Our team specializes in providing comprehensive support in payroll management and labor processes, ensuring your company adapts efficiently to the new regulations.