Spain’s new remote-work rules: What changes – and what it means for you

Remote work isn’t going anywhere in Spain. What started as an emergency fix during the pandemic has – for many people – become a surprisingly comfortable way to earn a living. And now that the country has had a few years to settle into this new rhythm, the government is tightening up the rules.

A fresh reform of Spain’s telework legislation came into force, and it’s going to reshape the relationship between companies and their remote employees. Some changes bring more clarity, others bring more obligations, and a few bring long-awaited protections.

If you work from home, even part of the time, here’s what actually matters.

Remote work gets a proper definition at last

Let’s start with something basic: what counts as telework?

Until now, the answer depended on who you asked. Some companies insisted it was only telework if you were at home all week. Others stretched the definition so much that nobody knew what their rights were.

That confusion ends in 2025.

From now on, you fall under Spain’s telework law if you work remotely at least 30 per cent of your hours over a three-month period. That includes hybrid workers – a big deal for people who split their time between home and the office.

In practice, this means more workers will enjoy the legal protections that come with teleworking, and companies won’t be able to dodge responsibilities by calling remote days “flexibility” instead of telework.

A written telework agreement becomes mandatory

If you’ve been working from home based on a few emails and “we’ll sort it out later”, those days are over.

Spain now requires a formal written agreement between employer and employee. It must spell out:

• your working hours
• when you’re expected to be available
• what equipment you’ll use
• who pays for what
• how and when you can return to on-site work

And here’s a key new detail: the agreement must be reviewed every year.

That gives both sides room to renegotiate when workloads change, equipment wears out, or life simply evolves – which, in the world of remote work, it often does.

Disconnecting after hours stops being optional

Almost everyone who works from home has lived through this: the “quick message” that pings at 10.45pm, the weekend email that somehow needs a reply today, the sense that the workday no longer has an off switch.

The 2025 reform doubles down on the right to disconnect, forcing companies to set internal rules so employees can actually enjoy time off without being subtly pressured to respond.

There are penalties for companies that don’t take this seriously – a sign that Spain wants remote work to be flexible, not exhausting.

Expenses must be paid – not guessed or negotiated

This is the part most remote workers have been waiting for.

From 2025, companies must cover all telework-related costs, including:

• internet
• electricity
• work equipment
• maintenance

You can either receive a regular allowance or get reimbursed, but one thing is now clear:
working from home should not cost you money.

For many who saw their electricity bills shoot up over the past few years, this reform corrects a long-ignored imbalance.

Telework becomes a tool for equality – not a privilege

Another important change involves workers with special circumstances. People with family responsibilities, disabilities or complex personal situations will now have priority access to remote work.

It’s designed to prevent discrimination and recognise that telework can make life significantly easier for some groups – and should not depend on whether a manager ‘likes the idea’.

Health and safety rules follow you home

This one surprises many new remote workers: Health and safety legislation doesn’t stop at the office door.

From 2025, companies must make sure your home workspace meets basic safety standards. That doesn’t mean someone will turn up unannounced at your front door. Assessments can be done remotely, and in-person visits require your approval.

It’s mainly about posture, lighting, equipment and preventing long-term injuries – things most companies have traditionally ignored when workers are at home.

So who wins and who loses?

In short:

• Workers gain clearer rights, cost reimbursements, and a safer working environment.
• Companies gain legal clarity but take on more administrative responsibilities.

And while the reform demands more structure from employers, it also offers a chance to stabilise telework as a long-term model – not just an emergency habit that never quite got properly regulated.

How to prepare

If you’re an employee:

• make sure you get a written agreement
• calculate your actual telework expenses
• ask about your company’s new disconnection policy

If you’re an employer:

• update your internal rules
• prepare proper evaluations
• budget for telework costs

Remote work isn’t disappearing. If anything, Spain is making it more solid – and far safer – for the people who rely on it every day.