SEPE has published the information document on the essential elements of the contract and has updated the hiring models. The regulation, which expands transparency obligations, will apply from 5 October 2026.
Companies now have the official model available to inform their workers about the essential conditions of their employment relationship. The State Public Employment Service (SEPE) has published this document, as stipulated in the Royal Decree 723/2026, of 9 September, which enhances the information and transparency obligations of companies, as reported by diariodetransporte.com.
The new regulation will be applicable from 5 October 2026 and particularly affects road transport companies due to the organisation of their professionals' work.
The model allows for detailing the position and professional group, salary, working hours and their distribution, shifts, night work, overtime, holidays, probation period, training, and the applicable collective agreement. In the transport sector, the sections on duration and distribution of working hours, shifts, and workplaces are particularly significant.
The document expressly considers the existence of itinerant centres, different workplaces, or the free determination of the service provision location, situations common in activities involving travel. It also outlines the procedure for modifying shifts and working hours, as well as agreements on overtime and its remuneration.
For workers posted to other EU member states or the European Economic Area for more than four consecutive weeks, the model includes a specific section. Information must be provided about the destination country or countries, the duration of work abroad, the currency, remuneration, travel expenses, accommodation, and subsistence, as well as the conditions for potential repatriation.
In the case of road transport, companies that post drivers across the European Union must submit posting declarations via the “Road Transport – Posting Declaration” tool, in compliance with Directive 2020/1057, in force since 2 February 2022.
Alongside the information document, SEPE has updated its section on employment contract models with versions adapted to the new obligations. Information must be provided in writing before the employment relationship begins; for existing contracts, the conditions of Royal Decree 723/2026 apply.
Delivery can be made in paper or electronic format, as long as the worker can access, store, and print it, and the company retains proof of its transmission or receipt.
The models are available on the SEPE website and in the information document published by the agency.
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