The proposal by reduction of the working week to 37.5 hours It represents one of the most significant organisational changes in the Spanish workplace in recent years. Beyond the political or economic debate, its real impact falls directly on businesses, particularly in areas such as Human Resources, team management and corporate training. Adapting to this new landscape is not just about “working fewer hours”, but about Redesign processes, prioritise tasks and redefine how working time is organised without compromising productivity.
What does the reduction in working hours to 37.5 hours involve?
The reduction of the working week in Spain to 37.5 hours forms part of a European trend aimed at to improve work-life balance, well-being at work and work efficiency. Although its implementation may vary depending on the final regulatory framework and sectoral negotiations, the overall objective is to gradually reduce actual working hours without affecting employees’ pay entitlements.
This measure mainly affects workers covered by the general scheme, although its specific application This will depend on collective agreements, sectors and internal agreements within each company.
The planned implementation timetable sets out a gradual adaptation, This means that organisations must plan ahead and prepare their internal structures well in advance.
Impact on work organisation and team management
The reduction in working hours requires completely rethink the organisation of work. Companies will need to optimise processes, eliminate inefficiencies and redistribute tasks in order to maintain productivity levels. Among the main challenges Notable among these are:
- Reorganisation of shifts and timetables
- Prioritising critical tasks
- Elimination of low value-added activities
- Improved coordination between teams
In this context, the managing teams on reduced working hours becomes more strategic. Managers should focus on objectives rather than time, promoting results-based working models.
Productivity during shorter working days does not depend solely on individual effort, but on the the company’s organisational capacity to make the most of every hour of work.
Changes to working time records: new obligations
One of the most significant aspects of this change is the the need to strengthen the mandatory recording of working hours. With the reduction in working hours, monitoring working time becomes even more critical to ensure regulatory compliance.
Companies must have reliable time-recording systems in place that enable the accurate recording of employees’ start and finish times and breaks. This includes digital solutions such as time and attendance software, which are becoming increasingly widespread in business environments.
These systems are designed not only to ensure legal compliance, but also for internal management purposes: they enable analyse work patterns, identify areas of excessive workload and optimise resources.
Failure to comply with these obligations may result in penalties, which is why the digitisation of time and attendance systems has become a priority for HR.
How does the reduction in working hours affect training programmes?
Reducing working hours has a a direct impact on corporate training plans. Fewer hours available in the working day means less scope for lengthy or traditional face-to-face training sessions.
This is forcing companies to rethink their training strategies and adopt more flexible and efficient models. Among the most significant solutions are:
- Microlearning: short, to-the-point content that can be put into practice quickly
- E-learning: online training available at any time
- Corporate MOOCs: structured learning pathways tailored to the employee’s needs
- Integrated on-the-job training
The aim is clear: to maximise learning without disrupting day-to-day operations. Training is no longer a one-off event, but rather an ongoing process tailored to the employee’s own pace.
In this context, Educa.Pro enables companies to adapt their training programmes to these new working patterns, facilitating access to flexible, results-oriented content.
Negotiating with trade union representatives: key points for HR
The introduction of a shorter working day is not merely a internal organisational decision, but rather requires a negotiation process with trade unions and legal representatives of the workers.
HR departments play a key role here as mediators between business strategy and employees’ expectations. Some key aspects of these negotiations are:
- Adaptation of collective agreements
- Definition of new shifts or working patterns
- Guarantee of continued pay levels
- Workload balancing
One clear and transparent communication It is essential for preventing conflicts and ensuring an orderly transition to the new working model.
Opportunities presented by the new era in corporate training
Although the reduction in working hours entails a organisational challenge, It also opens up new opportunities for corporate training. With less time available for operations, companies are forced to become more efficient across all their processes, including staff training.
This directly drives the the growth of online training, subsidised training and flexible learning models. Furthermore, programmes such as those run through FUNDAE make it possible to optimise investment in training without increasing costs.
The key lies in integrating training into the very dynamics of the work itself, rather than treating it as a separate activity.
In this scenario, solutions such as Educa.Pro They become a strategic partner for businesses, enabling them to design training programmes tailored to the new reality of reduced working hours, whilst maintaining competitiveness and fostering the development of in-house talent.
