Employment frameworks for digital transformation and new ways of working
We advise companies on the employment impact of digital transformation, workplace technology and new service delivery models.
Our work covers remote working, employee monitoring, corporate devices, data protection, artificial intelligence, digital policies and the right to disconnect.
We align technological implementation with Spanish employment law, operational priorities and the protection of employee rights.
The introduction of new technology can affect working conditions, privacy, management powers and employee representation rights.
The business objective, technological solution, legal basis, data processing, internal policies, consultation duties and implementation strategy must be aligned before new systems are introduced.
We advise companies from the initial assessment and design of the measure through consultation, implementation and defence in the event of challenge.
We advise on:
Remote and hybrid working require a clear legal and operational framework.
We advise on remote working agreements, working time, availability, expenses, equipment, health and safety, confidentiality, monitoring and the right to disconnect.
Employee monitoring measures must be justified, proportionate and transparent.
We advise on monitoring systems, video surveillance, email and internet controls, productivity tools, location tracking and the evidentiary use of information obtained through workplace technology.
The use of corporate devices and systems requires clear rules on acceptable use, privacy and information security.
We draft and review policies covering devices, email, internet, messaging platforms, remote access, cybersecurity, confidential information and personal use of company resources.
Artificial intelligence can affect recruitment, performance assessment, workforce planning and employment decision-making.
We advise on the employment implications of AI tools, including transparency, discrimination risk, human oversight, data protection and consultation obligations.
Workplace technology often involves the processing of personal and professional data.
We coordinate employment and data protection requirements to ensure that data collection, access, retention, monitoring and decision-making processes respect employee rights.
Digital working models can blur the boundaries between working time and personal time.
We advise on right-to-disconnect policies, availability expectations, communication protocols, management practices and measures designed to prevent excessive digital exposure.
Technology, business objective, workforce impact and legal risk.
Policies, procedures, safeguards, documentation and consultation strategy.
Communication, employee representative involvement, training and rollout.
Compliance, disputes, technological change and ongoing effectiveness.
Employment counsel should be involved before new technology, monitoring systems or digital working models are introduced.
Early involvement is particularly important where the measure affects privacy, automated decision-making, working time, remote work, employee monitoring, artificial intelligence or employee representative rights.
Before the technology or working model is selected or implemented. Early advice helps structure the measure correctly and reduce privacy, procedural and litigation risk.
Corporate restructuring requires precision before action