Everything you need to know about the new regulations on training contracts

Royal Decree 1065/2025, recently published in the Official State Gazette, redefines the framework for training contracts in Spain. This regulation continues Article 11 of the Workers' Statute and aims to improve the quality of training, prevent abuse and ensure a smoother transition between education and employment.

In this article, we explain, in a clear and practical way, what is changing, what impact it will have on companies, and what young people and graduates entering the labour market can expect.

Types of training contracts

The decree reaffirms the two existing types:

1. Work-study training contract

Combines paid work with formal training:

• Duration: 3 months to 2 years.
• Effective working hours: 65% in the first year and 85% in the second.
• Overtime, night work and shifts are prohibited (with justified training exceptions).

2. Professional practice contract

Designed for people who already have a qualification (vocational training, university or professional certificates):

• Duration: 6 months to 1 year.
• Trial period allowed (up to 1 month).
• Recommended for immediate entry into the labour market after completing studies.

Minimum remuneration and enhanced labour rights

One of the key points of the decree is to guarantee decent conditions:

• Minimum remuneration equal to or greater than the minimum wage, proportional to the working hours.
• Full contributions to unemployment and FOGASA.
• Enhanced protection against the use of training contracts as cheap labour.

This regulation seeks to strike a balance: to facilitate learning, but to maintain robust labour rights.

Limits on training contracts per company

One of the new developments that has generated the most debate is the introduction of a maximum number of training contracts per workplace:

This cap is intended to prevent abusive practices and ensure that each contract has a genuine training component.

Furthermore, people with disabilities are not counted within the limit, which promotes workplace inclusion.

Individual training plan and mandatory mentoring

All training contracts must include one:

• Individual training plan detailing: Learning objectives, skills to be acquired, assessment system and relationship between tasks and training.
• Assigned tutor. The company must designate a person responsible for monitoring and supporting the apprentice.

This point is key because it transforms the training contract into a real training process, not just a low-cost temporary contract.

Training flexibility: face-to-face, hybrid or concentrated

RD 1065/2025 introduces greater flexibility:

• Face-to-face, distance or blended learning.
• Possibility of concentrating training in specific periods, useful in seasonal sectors.
• The company can provide internal training if it meets training requirements and is registered.

This makes it easier to adapt training contracts to the productive reality of each sector.

RD 1065/2025 comes into force on 17 December 2025. New contracts must immediately comply with the new framework.

If your company wishes to recruit young talent or recent graduates, now is the ideal time to assess how to implement the new requirements and take advantage of all the opportunities offered by this model.