New employee time tracking law in Spain 2026

Spain’s new employee time tracking law is set to change how companies record and manage working hours. While time tracking has been mandatory since 2019, the upcoming reform will tighten requirements, increase transparency, and reshape how compliance is enforced.

Make no mistake, this isn’t just a minor update. The new time tracking law 2026 marks a major shift in how working time is recorded across Spanish workplaces. As a company working in the time tracking industry, we at DeskTime have been closely following the proposed changes, reviewing the draft regulations currently available, and monitoring how the conversation around digital time recording is evolving in Spain.

If you’re an employer in Spain, you’ve come to the right place. We’ve put together everything you need to know about the upcoming changes and what they could mean for your business.

TL;DR—Key takeaways

• The new employee time tracking law 2026 in Spain builds on existing rules but introduces stricter requirements
• Paper-based systems may no longer comply with the new digital time tracking law
• Companies will likely need to adopt digital, tamper-proof systems for employee time tracking
• Labor inspectors may gain real-time remote access under the digital time tracking law
• Fines for companies operating in Spain are expected to increase and might also target employees
• The reform is still moving through the legislative process and is expected to include a transition period for employers

What’s changing from the 2019 regulation?

Spain’s current time tracking law was introduced in 2019 through the working time registration decree, requiring employers to record the exact start and end time of each employee’s workday.

These rules apply broadly to most workers and were designed to prevent unpaid overtime and ensure transparency. However, in practice, many companies still rely on paper timesheets, Excel files, or systems that allow manual edits.

The working time tracking reform aims to close these gaps. Under the new employee time tracking law, the focus shifts from simply recording hours to ensuring that records are accurate, verifiable, and consistent.

Mandatory digital systems under the new law

A key part of the new digital working time recording law is the move toward mandatory digital systems.

According to the draft time tracking decree, companies will likely need to use systems that are:

• Digital and accessible online
• Tamper-proof or fully auditable
• Able to record time in real time
• Consistent across teams and roles

This means paper records and spreadsheets will no longer meet the requirements of the mandatory digital clock-in law.

The goal of this time tracking reform is to ensure that working time data is reliable and cannot be altered without traceability.

Real-time access for labor inspectors

Another major change in the new time tracking regulations is how records are accessed and reviewed.

Under the proposed digital time tracking decree, employers will have to ensure labor inspectors can access working time records remotely at any time.

This represents a shift from reactive to proactive enforcement. Instead of preparing records only when requested, companies must ensure that their data is always accurate, complete, and ready for inspection.

For employers, this means that systems used under the new employee time tracking law must be inspection-ready at all times.

Deadlines and transition period

Although the proposed changes are still moving through Spain’s legislative process, given the scale of the operational and technological changes involved, employers should start reviewing their systems and internal processes now to prepare for the potential new requirements.

A transition period is expected, giving companies time to comply with the new working time tracking law. During this period, businesses will need to:

• Replace outdated systems
• Implement digital tracking solutions
• Update internal policies
• Train employees and managers

Companies that delay preparation risk falling behind once the new digital clock-in law becomes mandatory.

What this means for employers in Spain

The new employee time tracking law 2026 turns working time recording into a stricter compliance requirement.

Here’s what it will likely mean for employers: 

• Reviewing current time tracking systems
• Ensuring compliance with the new employee time tracking regulations
• Standardizing processes across teams
• Improving transparency in how working time is recorded

It also means that informal or inconsistent tracking methods will become harder to justify under the proposed time tracking law.

How to prepare now

Even before the new digital time tracking law comes into force, companies can take practical steps to prepare:

Review your current system

Check whether your current method meets the requirements of the new working time recording law.

Move away from manual tracking

Paper and spreadsheets are unlikely to comply with the mandatory digital clock-in law.

Define internal policies

Align your procedures with the expected requirements of the working time tracking reform.

Train your team

Ensure managers and employees understand their responsibilities under the new employee time tracking law.

Final thoughts

Spain’s new employee time tracking law 2026 represents a clear shift toward stricter, more transparent regulation.

For companies operating in Spain, the message is straightforward: compliance will require more than simply tracking hours. It will require systems and processes that can prove how working time is recorded and managed.

While the proposed reform is still moving through the legislative process, it’s already clear that these changes could significantly impact how companies in Spain manage working time. 

DeskTime will be closely following the topic as it develops, so subscribe below to stay up to date on the latest changes and what they could mean for employers.

This article is based on currently available draft proposals and industry analysis and should not be considered legal advice.

Article written by

Ilze Elizabete Strazda