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Labor and Employment Newsletter - Special Edition: Working time monitoring and the right to disconnect - July 2022

España - 

Spain

Working time record keeping, the right to disconnect and the regulating role  of the law

Federico Durán López

A few years on from when they came into force, neither working time record keeping nor the right to disconnect have implementing regulations able to provide a response to increasingly complex employment relationships. 

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Working time monitoring.  An overview of relevant legislation

  • Companies have had to keep working time records since 2019

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A few recent judgments on working time monitoring

  • An agreement on working time record keeping which included a correction factor of 2 hours a day is valid
  • Record keeping of actual time worked cannot be made subject to authorization by a superior
  • National Appellate Court determines validity of working time record keeping linked to application used to contact users in contact center industry
  • End of working day cannot be determined by employer by setting an estimated time
  • Connection failures that stop employees working remotely during working hours are measured as actual working time

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Right to disconnect. An overview of relevant legislation

  • 2018 Data Protection Organic Law enshrined right to disconnect in labor and employment law
  • Digital Rights Charter recognizes right to disconnect
  • Remote Work Law regulates right to disconnect and monitoring of working hours of remote workers 
  • Portuguese law on remote work governs the right to disconnect in the country
  • European Parliament issues resolution with recommendations to the Commission on the right to disconnect

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A few recent judgments on the right to disconnect

  • Not replying to an email during a vacation period is not cause for dismissal on disciplinary grounds
  • The right to disconnect is not breached by using WhatsApp if it is a habitual communication medium in the employment relationship
  • Online training outside working hours is working time and therefore does not breach right to disconnect
  • National Appellate Court declares that limits on right to disconnect cannot be imposed unilaterally by the employer

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