{"id":121555,"date":"2025-05-05T12:10:57","date_gmt":"2025-05-05T10:10:57","guid":{"rendered":"https:\/\/aseryde.com\/?p=121555"},"modified":"2025-05-05T12:16:02","modified_gmt":"2025-05-05T10:16:02","slug":"fin-al-despido-automatico-por-incapacidad-permanente-la-ley-2-2025-entra-en-vigor","status":"publish","type":"post","link":"https:\/\/aseryde.com\/en\/fin-al-despido-automatico-por-incapacidad-permanente-la-ley-2-2025-entra-en-vigor\/","title":{"rendered":"End of automatic dismissal due to permanent disability: Law 2\/2025 comes into force"},"content":{"rendered":"
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As of May 1, a declaration of permanent disability (total, absolute, or severe disability) is no longer sufficient grounds for terminating an employment contract in Spain. The new Law 2\/2025 requires companies to first consider reasonable adjustments or a change of position before considering termination, reinforcing the right to equality and non-discrimination of people with acquired disabilities.<\/span><\/i><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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The Official State Gazette published on April 30th the <\/span>Law 2\/2025, of April 29<\/b>, which modifies the <\/span>Workers' Statute (ET)<\/b>, the <\/span>General Social Security Law (LGSS)<\/b> and the <\/span>Law Regulating Social Jurisdiction (LRJS)<\/b> to eliminate the automatic termination of a contract when an employee becomes a permanent disability pensioner. The regulation\u2014inspired by the UN Convention on Disability and the ruling of the Court of Justice of the EU of January 18, 2024\u2014represents a turning point in the labor protection of nearly 20,000 people who obtain this recognition each year.<\/span><\/p>\n

\u00a0<\/p>\n

What changes from now on?<\/b><\/h3>\n\n\n\n\n
\n

Before<\/b><\/p>\n<\/td>\n

\n

From May 1, 2025<\/b><\/p>\n<\/td>\n<\/tr>\n

\n

The contract was automatically terminated upon declaration of permanent total, absolute or severe disability.<\/span><\/p>\n<\/td>\n

\n

The employment relationship <\/span>can only be extinguished<\/b> If, after analyzing \u201creasonable adjustments\u201d, the company proves that: \u2022 the adaptation would entail a <\/span>excessive load<\/b>\u2022 there is no suitable vacant position, or\u2022 the worker rejects the relocation proposal.<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Step-by-step procedure<\/b><\/h3>\n
    \n
  1. Notification and decision of the worker<\/b>
    <\/b>\n
      \n
    • After the INSS resolution, the employee has <\/span>10 calendar days<\/b> to state in writing whether he or she wishes to remain associated with the company.<\/span>

      <\/span><\/li>\n<\/ul>\n<\/li>\n
    • Suspension with reserved position<\/b>
      <\/b>\n
        \n
      • He <\/span>art. 48.2 ET<\/b> recognizes up to <\/span>two years<\/b> suspension of the contract with reservation of position while the adaptations are assessed.<\/span>

        <\/span><\/li>\n<\/ul>\n<\/li>\n
      • Deadline for the company<\/b>
        <\/b>\n
          \n
        • The company has <\/span>three months<\/b> to make adjustments, propose another position or justify the termination.<\/span>

          <\/span><\/li>\n<\/ul>\n<\/li>\n
        • \u201cExcessive burden\u201d criterion<\/b>
          <\/b>\n
            \n
          • The cost of adaptation is weighed against the size and resources of the company. <\/span>SMEs with fewer than 25 employees<\/b>, the burden is presumed to be excessive if it exceeds the compensation for unfair dismissal <\/span>either<\/b> six months' salary of the affected party.<\/span>

            <\/span><\/li>\n<\/ul>\n<\/li>\n
          • Rapid judicial control<\/b>
            <\/b>\n
              \n
            • The new <\/span>art. 120 LRJS<\/b> grants <\/span>urgent and preferential processing<\/b> to the disputes arising from this process.<\/span>

              <\/span><\/li>\n<\/ul>\n<\/li>\n<\/ol>\n

              Changes in Social Security<\/b><\/h3>\n

              The LGSS adapts the <\/span>art. 174.5<\/b> to extend the payment of temporary disability until the permanent disability is resolved and regulate the suspension of the pension if the worker returns to an adapted position.<\/span><\/p>\n

              Next steps<\/b><\/h3>\n

              The law mandates the Government to submit:<\/span><\/p>\n

                \n
              • In <\/span>six months<\/b>, a proposal to regulate the <\/span>compatibility between pension and work<\/b>.<\/span>
                <\/span><\/li>\n
              • In <\/span>twelve months<\/b>, a specific reform for the Civil Guard, National Police and Armed Forces.<\/span>
                <\/span><\/li>\n<\/ul>\n

                Social impact<\/b><\/h3>\n

                Organizations such as the <\/span>CERMI<\/b> They celebrate the elimination of "historical discrimination" and the fact that "disability is no longer the work-related death of a worker." For companies and prevention services, the challenge will be to design clear adaptation protocols, while the courts will have a legal framework aligned with European regulations.<\/span><\/p>\n

                With Law 2\/2025, Spain takes a decisive step towards a <\/span>inclusive model<\/b>: The contract is only terminated when the adaptation is truly impossible or unaffordable, and not simply because of a declared incapacity.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

                As of May 1, a declaration of permanent disability (total, absolute, or severe disability) is no longer sufficient grounds for terminating an employment contract in Spain. The new Law 2\/2025 requires companies to first consider reasonable adjustments or a change of position before considering termination, reinforcing the right to [\u2026]<\/p>","protected":false},"author":2,"featured_media":121562,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[1],"tags":[],"class_list":["post-121555","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sin-categoria"],"_links":{"self":[{"href":"https:\/\/aseryde.com\/en\/wp-json\/wp\/v2\/posts\/121555","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/aseryde.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/aseryde.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/aseryde.com\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/aseryde.com\/en\/wp-json\/wp\/v2\/comments?post=121555"}],"version-history":[{"count":7,"href":"https:\/\/aseryde.com\/en\/wp-json\/wp\/v2\/posts\/121555\/revisions"}],"predecessor-version":[{"id":121565,"href":"https:\/\/aseryde.com\/en\/wp-json\/wp\/v2\/posts\/121555\/revisions\/121565"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/aseryde.com\/en\/wp-json\/wp\/v2\/media\/121562"}],"wp:attachment":[{"href":"https:\/\/aseryde.com\/en\/wp-json\/wp\/v2\/media?parent=121555"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/aseryde.com\/en\/wp-json\/wp\/v2\/categories?post=121555"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/aseryde.com\/en\/wp-json\/wp\/v2\/tags?post=121555"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}