October 3, 2025
Everything About the New Working Time Control Law
We analyse the draft regulation that tightens working time control: what changes it introduces, who it affects, timelines, and risks for companies and employees.
In September 2025, the Spanish Government approved the urgent processing of a new regulation aimed at strengthening working time control in companies. This draft seeks to tighten and clarify the existing requirements, imposing stricter obligations to ensure labour transparency.
Why this new regulation?
Although Spain has required working time recording since 2019 (Royal Decree-Law 8/2019), the Government believes that many companies still fail to meet the minimum requirements or manipulate records. The new regulation aims to close legal loopholes and give the Labour Inspectorate more effective tools to supervise real compliance.
The five key changes introduced by the regulation
According to statements from Minister Yolanda Díaz, the regulation will include at least these five essential points:
- Digital and objective recording: eliminating blank paper sheets or systems prone to manipulation.
- Recording of all types of working hours: regular, overtime, flexible, and complementary hours for part-time work.
- Prohibition of modifying data without the employee’s consent.
- Immediate access to records: each employee will be able to view their hours, and union representatives will be able to supervise company-wide data.
- Remote access for the Labour Inspectorate at any time to verify compliance.
“Blank signed sheets or clocking in when your boss tells you to are over.” “With one click, the Inspectorate will know whether working hours are being respected and whether every overtime hour is paid or compensated with rest.”
Who does it affect, and from when?
The regulation will apply to all companies required to maintain working time records, regardless of size or sector. Although a final enforcement date has not been set, the approval process will follow an urgent procedure, shortening deadlines and removing the usual public consultation stage.
Strengthened obligations for companies
With this new regulation, companies must ensure that:
- The recording system is digital, reliable, and tamper-proof.
- All types of working hours are registered.
- Employees and their representatives have permanent access to the records.
- Records are not altered without explicit employee consent.
- The Labour Inspectorate can remotely access and review the records in real time.
Attention
The regulation does not automatically increase penalties for non-compliance, as that would require a separate law. However, with direct monitoring mechanisms, the likelihood of sanctions will increase.
Risks and challenges
Among the main challenges that companies and employees may face with this new regulation are:
- Companies may challenge the regulation in court if they believe it infringes legal competences.
- Businesses must adapt their systems (digital, software, hardware) to meet the stricter requirements.
- There may be internal resistance, especially in SMEs with limited resources.
- Remote control by the Inspectorate raises debates around privacy, data security, and administrative burden.
Expected benefits
Although the regulation demands more from companies, the benefits for the labour system and businesses can be significant:
- Greater transparency in working time management.
- Reduction in unpaid overtime abuses.
- Real-time data for the Labour Inspectorate to act effectively.
- Improved trust between workers and employers, reducing disputes about worked hours.
What steps should companies take?
To prepare for this new regulation, companies should start as soon as possible:
- Review whether their current systems meet the expected requirements (digital, integrity, traceability).
- Contact working time software providers and assess necessary updates.
- Train staff and communicate with employees about the upcoming changes.
- Establish clear internal procedures for recording, corrections, and access rights.
- Evaluate privacy and data protection risks, especially regarding remote access by the Inspectorate.
Conclusion
The new Working Time Control Law raises the requirement for time tracking systems to be digital, objective, auditable, and accessible. Although technical and legal steps remain before it comes into force, anticipation, planning, and technological adoption will be key to ensuring smooth compliance and real transparency for workers.
