{"id":10900,"date":"2021-12-16T12:56:15","date_gmt":"2021-12-16T11:56:15","guid":{"rendered":"https:\/\/www.uhy-fay.com\/the-teleworking-agreement\/"},"modified":"2026-08-24T11:32:10","modified_gmt":"2026-08-24T10:32:10","slug":"the-teleworking-agreement","status":"publish","type":"post","link":"https:\/\/www.uhy-fay.com\/en\/blog\/the-teleworking-agreement\/","title":{"rendered":"The teleworking agreement"},"content":{"rendered":"

When the provisions of the COVID regulations lose validity, a new obligation to sign a teleworking agreement, between the company and the worker, will enter into force.<\/p>\n

Royal Decree 18\/2021 established the extension of the conditions that allow companies to apply teleworking to their employees during the pandemic, without the need for a written agreement. Nevertheless, on 28 February 2022<\/strong>, when the COVID teleworking regulation ceases to be in force, teleworking will be governed by Law 10\/2021, which establishes the need to sign a contract taking into account the following conditions:<\/p>\n

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  1. Rules of application<\/strong>: to remote workers, of a voluntary nature, that work a minimum of 30% of the working day, in a reference period of 3 months<\/strong> or the equivalent proportion of the employment contract.<\/li>\n
  2. Exclusions<\/strong>: underaged employees or those with an internship, training or apprenticeship contract, provided that at least 50% of the working day is face-to-face.<\/li>\n
  3. Content of the teleworking agreement<\/strong>: written form, basic copy and registration before the public employment services:<\/li>\n<\/ol>\n