The forced confinement since March 16 has forced the Spanish labor market to two great experiments: the temporary employment regulation files (ERTE) and, for those who have been able to remain active, teleworking. Although it remains to be seen how the entire process ends, in many companies and sectors the ability to implement this type of activity without losing productivity has come as a surprise.

Now, the Government wants to formalize in a basic legal framework the conditions in which this work model can be carried out, which it defines as the one that could also have been carried out in the businessman's premises but is usually carried out outside those premises.

The work project sets itself the objective of establishing by law that companies compensate their employees for the expenses they incur when they carry out their activity in telework, a modality that only 5% of wage earners in Spain did but during the three months of confinement due to the coronavirus pandemic has escalated to 40%.

The Ministry of Labor yesterday opened the process of public consultations with a view to preparing this bill soon. The objective, as detailed in the report, is to provide a regulation that balances the use of these new forms of employment benefits and the advantages they represent for companies and working people

Specifically, it points to the creation of "a framework of rights" that satisfies, among others, the principles on the voluntary and reversible nature of teleworking, equal treatment in professional conditions, maximum and minimum working times and, especially, "remuneration including compensation for expenses".

The possibility of companies making these compensations is something that law firms and unions take for granted. The reason is that, once the company decides to save space and consumption at its headquarters, the worker does not have to assume them . Once the legal framework establishes the basis, the specific conditions in which each company agrees to telework with its employees should agree on the agreements. In Spain, large companies such as BBVA or Repsol already have this established in their agreements. The first sets a compensation of 50 euros per month and the second sets a limit of three business days.

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