Compliance, advice and litigation
LABOR AND SOCIAL SECURITY LAW
With more than 50 years of experience in the field of labor law, we are highly qualified to advise you in this discipline, offering you a place of trust and listening through our commitment to you and your company.
We have extensive knowledge and can assist all types of companies.
We place great emphasis on being close to our clients, in order to offer them comprehensive and individualized support. We look for the best possible solutions, taking into account both the needs of your employees and your requirements as an employer.
In addition, thanks to our expertise and meticulous management, we will be able to anticipate your future needs and help you make the right decisions, so that you can work more efficiently and achieve better results.
We can offer you a wide range of services, from managing the hiring process to payroll. We can also coordinate with mutual insurance companies to manage work-related accidents and temporary disability leave.
Another of our specific tasks is the preparation and filing of taxes, such as Form 111 and Form 190.
At Delaguía&Luzón we can provide human resources support in several areas, among them:
- Implementation of the best solutions and selection of the right people for your project, based on a diagnosis of your needs.
- Planning and monitoring of working hours, absences and leaves of absence of your employees, as well as of the different work teams.
- Management of on-the-job training through the development of a company training plan.
- Creation of an integration plan for new employees, checking all the necessary documents for the employee's arrival and the steps to be taken by the company.
A labor audit allows us to check whether your company complies with labor legislation and Social Security regulations, and to understand your situation. Although this procedure is not mandatory, we strongly recommend it. Performing audits on a regular basis helps to detect and prevent irregularities, avoid potential conflicts or obtain the necessary information before a sale, merger or takeover of the company. A labor audit can cover a number of areas, among them:
- Estructura y contratación de personal
- Obligaciones salariales formales
- Work schedules
- Collective rights of employees
- Social security
- Geographical mobility
- Major changes in working conditions
- Occupational health and safety and risk prevention
- Data protection
As a company, there are a number of regulations that must be complied with, and to ensure compliance, we can assist you with various legal provisions:
- Occupational risk prevention: your company must comply with Law 31/1995, of November 8, 1995, on occupational risk prevention. This law applies to all companies, regardless of the number of employees, as well as to contractors.
- Personal data protection and guarantee of digital rights: adaptation to the Organic Law 3/2018 on Personal Data Protection and Guarantee of Digital Rights and the EU General Data Protection Regulation.
- Contractual insurance: review and update of insurance established in the collective bargaining agreement.
- Digitization of the daily record: use of computer programs for time and personnel management, which make it possible to plan tasks, draw up statistics and control schedules.
- Implementation of a protocol for the prevention and treatment of sexual and gender-based harassment: according to Article 48 of Organic Law 3/2007 for the effective equality of women and men, it is mandatory to establish working conditions that prevent any type of harassment, whether sexual or gender-based, and to implement specific procedures for its prevention. Likewise, regardless of the number of employees, a protocol must be established to identify situations of harassment (moral, sexual, gender-based), in order to resolve situations of discrimination while guaranteeing respect for the rights of the victims.
- Remuneration register: according to Royal Decree-Law 902/2020, of October 13, companies must prepare a remuneration register. This register must reflect the average salaries, salary supplements and non-wage benefits received by all employees during a given period, classified by gender and broken down by professional group, professional category, level, job position, etc., and must reflect each of the remuneration components received by the personnel, such as seniority supplement, profit sharing, night bonus, etc.
- Paid training: under Law 30/2015 of September 9, 2015, companies have an annual credit of at least €420 to carry out training actions for their employees. In order to use this credit, the training center must be accredited and the credit used before December 31 of the current year.
Please do not hesitate to contact Sonia Gómez-Luzón if you have any questions.