01Spain
Working-time records
Employers must keep a daily record that includes each worker’s specific start and finish times and retain those records for four years.
Workers’ Statute · Article 34.9 (opens in a new tab)Compliance Center
Know what the work needs to prove.
A practical map of the records, processes, and review points that sit around people operations in Spain and the European Union.
Obligation map05 areas
01
Working-time records
02
Equality plans
03
Pay transparency
04
People-data governance
05
AI in employment
02Spain
Equality plans
Companies with 50 or more workers must develop and apply an equality plan. All employers remain subject to equal-treatment and anti-discrimination duties.
Royal Decree 901/2020 (opens in a new tab)03European Union
Pay transparency
Directive (EU) 2023/970 introduces pre-employment pay transparency and reporting duties that vary with employer size.
Directive (EU) 2023/970 (opens in a new tab)04European Union
People-data governance
Employment data remains subject to GDPR principles including purpose limitation, data minimisation, accuracy, and storage limitation.
GDPR · Article 5 (opens in a new tab)05European Union
AI in employment
AI used to analyse or filter applications or evaluate candidates is among the employment use cases listed as high-risk under the EU AI Act.
EU AI Act · Annex III (opens in a new tab)A compliance-ready system should leave evidence behind.
Not more paperwork. Better continuity between a rule, an action, and the record that explains it.
Keep the chronology
Preserve who did what, when it happened, and which version was in force.
Control access
Make sensitive people data visible only to the roles that need it.
Connect policy to action
Turn a written rule into an observable workflow with owners and exceptions.
Make review possible
Export the relevant record without reconstructing it from scattered tools.
Go deeper
Open the EU AI Act GuideAI used in employment needs its own map.
See which use cases the EU AI Act treats as high-risk, who carries which responsibilities, and what teams should document.
This resource is general information, not legal advice. Regulations and implementation timelines can change. Always confirm the current position for your organisation and jurisdiction.