What are the new labour developments that will mark the year 2024?

2024 brings with it important changes in the labour sphere, which will mark new dynamics and obligations in companies. The following is a summary of the main measures that will be a key feature of the labour market this year:

Increase in contributions: Intergenerational Equity Mechanism (IEM).

This measure, a new contribution that seeks to ensure an equitable distribution of the contribution burden between the different generations, thus promoting the long-term sustainability of the Social Security system, has already started to be applied in 2023.

Mandatory registration of trainees in the Social Security system

Another important change is the compulsory registration of trainees with the Social Security, regardless of whether they are on paid internships. This measure guarantees the social protection and labour rights of these trainees, recognising their contribution to the world of work from the beginning of their professional experience.

Contribution changes for the self-employed in 2024

The self-employed will also experience changes in their contributions this year. It is expected that the contribution criteria will be revised to more accurately reflect the real income of the self-employed, thus providing greater fairness in the Social Security system.

New Social Security contribution bases

In line with the commitment to improve working conditions, a significant increase in the Minimum Interprofessional Wage has been announced, thus seeking to improve the purchasing power of workers and reduce wage inequalities.

“Prohibition” of dismissal

One of the most striking measures is the “prohibition” of dismissal, which establishes stricter restrictions on unjustified dismissals, promoting job stability and protecting workers’ rights.

Training placements or external academic internships

The legal framework for internships has been strengthened, ensuring that these experiences are enriching and respect the labour rights of trainees.

Obligatory nature for companies with more than 50 employees to have an LGTBI Plan in Companies.

In order to promote inclusive and respectful work environments, companies with more than 50 employees are obliged to have an LGTBI Plan, promoting equality and non-discrimination in the workplace.

Obligation to have an internal complaints channel.

Finally, the obligation has been established for all companies to have an internal complaints channel, thus strengthening the mechanisms for the prevention and management of situations of harassment, discrimination and other forms of labour rights violations.

These labour developments reflect the commitment of the Government and the social partners to promote a fairer, more equitable and safer labour market for all workers.

For more information, do not hesitate to contact the Labour Department of CINC Asesoría.