What changes can happen to contracts in Spain in 2022?

It is important for any worker in Spain to be aware of the changes that may occur in the labor market, as well as the type of contract that can be entered into. These changes are important not only in terms of employment, but also from a legal point of view.
An employment contract is necessary in order to be able to carry out immigration procedures, such as renewing a residence permit and a work card, applying for Arraigo social or changing a residence permit in Spain. Therefore, in this post, we decided to leave useful information on the types of contract in the country that you can count on.
Generally, an open-ended contract is a contract used to hire workers for a company for an indefinite period, which is always desirable for the employee, but not always realistic. Thus, the possibility of making regular contracts permanent in the construction sector is being considered. Upon completion of the work, the company will have to make an offer to the employee to move, after which, if necessary, develop a training process at the expense of the company.
It is concluded for the performance of work associated with seasonal production activities, or for the performance of work that is not seasonal in nature, but being intermittent, has definite, fixed or indefinite periods of performance. It may be entered into for the performance of work consisting in the provision of services within the framework of the execution of commercial or administrative contracts that are part of the ordinary activities of the company.
It can be concluded due to the circumstances of production or in connection with the replacement of an employee. Fixed term contract due to business circumstances: – periodic and unforeseen increases that give rise to a temporary discrepancy in employment in the company. – the validity period cannot exceed 6 months with the possibility of extension for another 6 months. Fixed-term contract for the replacement of an employee: – may be contracted to replace persons during contract suspension while maintaining a job, to cover a reduced working day for a legal or ordinary reason, and to cover vacancies in the selection process. In the latter case, the term of the contract cannot exceed 3 months. In addition, methods can be changed to penalize excessive staff turnover on very short-term contracts. In particular, a fine is introduced in a fixed amount for each vacation under a temporary contract. When terminating temporary contracts for less than 30 days, an additional social insurance contribution of 26 euros is charged. This also means an increase in the penalty: the more short contracts, the greater the deterrent: with a short contract of 10 days, the penalty will be 26 euros; if the same working time is covered by two five-day contracts, then 52 euros. In exceptional cases, this fee will not apply to special arrangements for agricultural workers, domestic workers, coal miners, or substitution contracts.
The training contract model will have 2 forms:
1. Alternative training contracts The goal is to make paid employment compatible with the relevant learning processes in the field of vocational training, university studies or the National Employment System Training Catalog, which will be carried out in accordance with certain rules. People of any age can take part in them, with the exception of the Catalog of Vocational Qualifications, with a limit of up to 30 years, and with a maximum duration of 2 years. The remuneration will be adapted to the agreement and cannot be less than 60% in the first year and 75% in the second year, but not less than the minimum wage proportional to the working day.
2. Contracts for obtaining professional practice can be concluded up to 3 years after receiving the certificate and will have a duration of 6 months to 1 year.
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