Labor Inspection Campaign Targets Trial Period Non-Compliance in Employment Contracts

The Labor Inspection is set to launch a campaign aimed at investigating potential non-compliance with trial period regulations in employment contracts, as reported by Cadena SER. Led by Yolanda Díaz, the department will focus on cases where companies may be exploiting the trial period, extending it beyond the maximum allowed duration or applying multiple trial periods to the same employee.

According to sources within the organization, the aim of this campaign is to ensure that companies adhere to the rules surrounding trial periods, which are outlined in the Workers’ Statute. The statute states that trial periods should not exceed six months for qualified technicians or two months for other workers, with shorter periods possible in individual agreements. However, there are concerns that some companies are using the trial period fraudulently and delaying terminations until the last days before it ends or subjecting employees to multiple trial periods.

It is important to note that once the trial period ends, employees are entitled to a settlement but not compensation. Therefore, any exploitation of the trial period could have serious consequences for workers and their rights. The Labor Inspection aims to use its Anti-Fraud Tool to identify irregularities and prevent such exploitation from taking place.

The campaign will target cases where contracts have been terminated despite exceeding the maximum trial period duration or where employees have been dismissed after completing similar tasks without exceeding it. Additionally, inspections will be conducted on instances where employees have been subjected to a new trial period for performing similar functions. There has been a significant increase in dismissals during this time following labor reforms that limit temporary contract use.

Despite concerns about fraudulent use of trial periods, most trials have been completed successfully since labor reforms came into effect. It is crucial for companies to comply with these regulations regarding trial periods to ensure fair treatment of employees and compliance with labor laws.

In conclusion, Yolanda Díaz’s Labor Inspection department will soon launch a campaign aimed at ensuring companies adhere to regulations regarding trail periods in employment contracts. This campaign will focus on identifying potential non-compliance cases such as extending beyond maximum allowed duration or applying multiple trials per employee and ensure fair treatment of workers’ rights and compliance with labor laws.