terça, 13 junho 2017

The implementation of the European Directive on the posting of workers within the framework of the cross-border provision of services

VolverFrom the Department of Labour Law of BELZUZ ABOGADOS, S.L.P., we should like, as attorneys experts in the handling matters concerning expatriates and the provision of cross-border services, to discuss the recent implementation in Spanish law of Directive 2014/67/EU, of the European Parliament and of the Council, which lays down the minimum working conditions which employers must ensure are enjoyed by their temporary workers in Spain.

The Directive was implemented by Royal Decree-Law 9/2017, which amends Spanish law on employment and other areas. Articles 6 and 7 of the Royal Decree-Law introduce amendments both to Act 45/1999 on the movement of workers, and to Royal Legislative Decree 5/2000 on Employment-related Infringements and Sanctions [Real Decreto Legislativo 5/2000 de Infracciones y Sanciones en el Orden Social (LISOS)].

Posting workers in this context refers to the various kinds of secondment undertaken by companies established in the European Economic Area (the European Union plus Norway, Iceland and Liechtenstein) in respect of their employees:

a) In order to perform a contract between the employer and the recipient of the service provided, who is established or who carries on business in Spain.

b) In order to provide services in a workplace belonging to the company or group located in Spain.

c) A temporary employment agency posting a worker to work for a user company that is established or operates in Spain.

Act 45/1999 requires notification of the posting by electronic means and introduces the requirement that the company must designate a natural or legal person in Spain to liaise with the Spanish authorities, and a person who can act in Spain on behalf of the company and represent it in relation to all information, consultation and negotiation affecting workers that have been posted to Spain.

Perhaps the most important innovation at the practical level is the introduction of a series of duties relating to the supervision of working conditions through the Employment Inspectorate, and their implications in relation to violations and sanctions in the LISOS.

Act 45/1999 obliges companies to make available a series of documents relating to the workers posted, such as contracts of employment, salary receipts and proof of payment, work permits in the case of third-country nationals, and records of hours worked each day. This last requirement is surprising in that it is not, strictly speaking, a minimum condition according to the recent ruling of the Supreme Court.

As we have said, new violations have been defined, in particular those that are classified as serious because the required documentation is not available, failing to notify the posting prior to it taking place, or not appointing the necessary representatives.

Finally, we would also draw attention to the determination of some de facto elements that will be taken into account to determine whether or not the posting is genuine. This is a non-exhaustive list that includes elements such as the nature of the activity, the dates on which it is provided and the payment of subsistence expenses.

In conclusion, from the Department of Labour Law of BELZUZ ABOGADOS, as lawyers experts on the posting of workers and the handling expat affairs, we consider that expert advice is absolutely essential for posting employees with full guarantees.

Departamento Direito Laboral | Madrid (Espanha)

 

Belzuz Abogados SLP

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