Clear internal rules for consistent and defensible decision-making
Internal policies provide structure and consistency in employment decisions. We advise companies on their assessment, drafting, consultation, implementation and ongoing review, ensuring that their content, legal framework and application are properly aligned.
We advise on:
A code of conduct should provide a clear framework for professional behaviour without relying on generic language.
We draft and review internal standards covering conduct, conflicts of interest, confidentiality, respectful behaviour, use of company resources and compliance expectations.
Policies on working time must be legally compliant and operationally realistic.
We advise on schedules, time recording, overtime, breaks, availability, flexible working, remote work and hybrid arrangements.
The use of company systems requires clear rules on privacy, control and acceptable use.
We draft policies on email, internet, devices, remote access, monitoring, cybersecurity, confidential information and social media, taking into account employment and data protection requirements.
Internal policies play a central role in preventing discrimination, harassment and retaliation.
We advise on equality policies, harassment protocols, reporting channels, investigation procedures, protective measures and coordination with the company’s wider compliance framework.
A policy is only effective if it can be applied consistently and lawfully.
We advise on prohibited conduct, disciplinary procedures, evidence, proportionality, sanctions and the relationship between internal rules, collective agreements and Spanish employment law.
The legal value of a policy depends not only on its wording, but also on how it is introduced and communicated.
We advise on employee representative consultation, acknowledgement procedures, training, internal communications, accessibility and evidence of implementation.
Business needs, existing policies, legal framework and risk profile.
Clear language, legal consistency, internal coherence and practical application.
Consultation, communication, training, acknowledgement and rollout.
Legal updates, organisational change, disputes and ongoing policy effectiveness.
Employment counsel should be involved before a new policy is communicated or an existing policy is materially changed.
Early involvement is particularly important where the policy affects working time, remote work, monitoring, disciplinary action, equality, whistleblowing, employee representation or fundamental rights.
The appropriate policies depend on the company’s size, workforce and activities, but commonly include conduct, working time, remote work, technology use, confidentiality, equality, harassment, reporting and disciplinary rules.
Not always. However, certain policies or measures may require information, consultation or negotiation depending on their content, impact and the applicable legal framework.
Potentially, yes. The policy must be valid, properly communicated, consistent with applicable law and collective agreements, and the disciplinary response must be proportionate.
They should be reviewed after legal changes, organisational restructuring, new working models, incidents, litigation or whenever the existing rules no longer reflect business practice.
Internal policies require clarity before enforcement