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In recent years, we have seen how people management has ceased to be a purely administrative function and has become a key strategic element for the competitiveness and growth of organisations.

Royal Decree-Law 3/2026, of February 3, approved by the Spanish Government, establishes the official revaluation of public pensions for 2026 and introduces a set of urgent measures in the area of Social Security. This decree consolidates many of the new developments that we already outlined in our January 11 article “Pensions and contributions 2026: main changes,” with definitive details on contribution rates, maximum and minimum bases, and special assistance for workers and companies.

This past January, Royal Decree Law 1/2023 was published, establishing a significant number of bonuses aimed at promoting the hiring of certain profiles, such as people with disabilities, victims of gender violence or human trafficking, people at risk of social exclusion, long-term unemployed or victims of terrorism, as well as young people under 30 years old who are beneficiaries of the National Youth Guarantee System.

There is a wide variety of standards and methodologies for calculating the carbon footprint at international level, as is evident from the reports of the European Commission. 

European Directive 2019/1023 on restructuring and insolvency, transposed into Spanish law with the reform of the Insolvency Act in 2022, has as one of its objectives to promote the sale of productive units in order to encourage the continuity of companies and avoid liquidation in insolvency proceedings, as has been the case in most proceedings in recent years.

On July 14, the Law 15/2022, of July 12, came into effect. This law aspires to be the backbone of anti-discrimination law in our country, extensively developing various fields of action derived from Article 14 of the Constitution, which aims to guarantee and promote the right to equal treatment and non-discrimination of people.