<p data-start="162" data-end="479">Work-life balance in Spain takes a step forward with the approval of Royal Decree-Law 9/2025. This new regulation extends parental leave, strengthens the co-responsible role of parents, and reinforces the State’s commitment to true equality. Here’s what’s changing and how it affects families, workers, and companies.</p>
<h3 data-start="481" data-end="530">What’s changing with Royal Decree-Law 9/2025?</h3>
<p data-start="532" data-end="927">The most visible change is the extension of leave for birth and childcare. Starting January 1, 2026, each parent will be entitled to 19 weeks of leave: 6 compulsory weeks immediately after birth or adoption, 11 flexible weeks during the first year, and 2 additional weeks that can be used until the child turns 8. This new structure applies to births and adoptions occurring from August 2, 2024.</p>
<p data-start="929" data-end="1298">These last two weeks are introduced as a new <strong data-start="974" data-end="997">paid parental leave</strong>, which can be used flexibly — in individual days or part-time — and will be covered at 100% of the regulatory base, paid by Social Security. Its goal is to strengthen the right to care without professional or financial penalty and to encourage equal sharing of responsibilities between men and women.</p>
<p data-start="1300" data-end="1581">In addition, <strong data-start="1313" data-end="1339">single-parent families</strong> will have access to equivalent protection: 6 compulsory weeks, 22 flexible weeks during the first 12 months, and 4 extra weeks until the child turns 8. In total, 32 weeks to ensure their children receive the same level of care and attention.</p>
<h3 data-start="1583" data-end="1631">What about the 8-week unpaid parental leave?</h3>
<p data-start="1633" data-end="1975">The <strong data-start="1637" data-end="1669">8-week unpaid parental leave</strong>, regulated since 2023 by Article 48 bis of the Workers&#8217; Statute, remains unchanged. It can be taken continuously or intermittently, full- or part-time, until the child turns 8. While it was expected that the new decree might introduce financial compensation, this has not been included — at least for now.</p>
<p data-start="1977" data-end="2189">This unpaid leave is <strong data-start="1998" data-end="2013">independent</strong> from the new 2-week paid parental leave approved in 2025. Therefore, workers with children under 8 now have two complementary options: <strong data-start="2149" data-end="2167">8 weeks unpaid</strong> and <strong data-start="2172" data-end="2188">2 weeks paid</strong>.</p>
<h3 data-start="2191" data-end="2238">Objective: harmonize work and personal life</h3>
<p data-start="2240" data-end="2482">With these measures, Spain completes the transposition of <strong data-start="2298" data-end="2324">EU Directive 2019/1158</strong> on work-life balance for parents and carers. It also exceeds ILO recommendations, aligning with more progressive leave models like those in Nordic countries.</p>
<p data-start="2484" data-end="2797">But beyond ticking boxes for Brussels, the objective of the new leave system is clear: to ensure that having and caring for children is not a professional setback. This reform aims for a fair distribution of time, eliminating the possibility to transfer weeks between parents and encouraging balanced use by both.</p>
<p data-start="2799" data-end="3073">Since 2019, when Spain equalized maternity and paternity leave for the first time, <strong data-start="2882" data-end="2944">men’s involvement in childcare has increased significantly</strong>. Now, with 19 weeks for each parent and more flexibility to adapt the leave to family needs, the qualitative leap is undeniable.</p>
<h3 data-start="3075" data-end="3105">How this affects companies</h3>
<p data-start="3107" data-end="3294">Companies will need to adapt their internal policies and management systems to comply with this new regulation — particularly regarding work schedules, absence control, and team planning.</p>
<p data-start="3296" data-end="3553">It’s important to note that the new paid parental leave will be <strong data-start="3360" data-end="3389">funded by Social Security</strong>, so it won’t directly impact companies&#8217; salary costs. However, it may pose an <strong data-start="3468" data-end="3496">organizational challenge</strong>, especially for small teams or those with high turnover.</p>
<p data-start="3555" data-end="3816">On the other hand, companies that go beyond the legal minimum and implement more ambitious work-life balance policies can stand out as <strong data-start="3690" data-end="3715">responsible employers</strong>, improving their ability to attract and retain talent — especially in a context of talent shortages.</p>
<h3 data-start="3818" data-end="3856">One more step toward real equality</h3>
<p data-start="3858" data-end="4037">The new Royal Decree-Law 9/2025 strengthens child protection, updates the leave system to today’s social context, and promotes a cultural shift in how work and care are perceived.</p>
<p data-start="4039" data-end="4277">With this measure, the government meets EU requirements, supports diverse families, and highlights a key issue for public well-being. Now it&#8217;s up to companies to take the next step and turn this legal progress into organizational reality.</p>
<p data-start="4279" data-end="4458">At <strong data-start="4282" data-end="4293">VASALTO</strong>, we help implement these changes with technical precision and a human touch. If you need support to adapt your company to the new parental leave model, count on us.</p>


Work-life balance, equality, and diverse families: the new maternity and paternity leave in 2025

Descubre los nuevos permisos de maternidad y paternidad 2025: cómo afectan a tu empresa, qué cambia y qué debes hacer para cumplir con la ley.

Nuevos permisos maternidad y paternidad 2025

Nuevos permisos por maternidad y paternidad: así te afecta el Real Decreto-ley 9/2025

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Vasalto Tech & Talent

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Ines Guerra

<p>Outsourcing has become a smart strategy for reducing costs and accelerating business growth. In the corporate world, managing areas such as payroll, accounting, and legal services can be complex and time-consuming.</p>
<p>However, thanks to <strong>outsourcing</strong>, it is possible to delegate these tasks to external experts, allowing you to focus on what really matters: growing your business.</p>
<p>At <strong>VASALTO</strong>, we understand that outsourcing these services not only simplifies your operations but also brings efficiency, security, and peace of mind. Below, we explain the advantages of hiring specialized outsourcing services for payroll, accounting, and legal matters.</p>
<hr />
<h3>Time Savings and Focus on Your Core Business</h3>
<p>Managing payroll, accounting, and legal matters internally can be overwhelming, especially if you don’t have a team dedicated exclusively to these areas. By outsourcing these services, you free up your team from administrative tasks and allow them to focus on strategic activities that add value to your company.</p>
<p>For example, instead of worrying about payroll calculations or changes in labor laws, you can dedicate that time to improving your products or services, attending to your customers, or exploring new business opportunities. In other words, you and your team can focus on activities that add value to the goods or services your company offers.</p>
<hr />
<h3>Reduction in Operational Costs</h3>
<p>Maintaining an internal department for payroll, accounting, and legal services can be expensive. Between salaries, benefits, specialized software, and training, costs add up quickly.</p>
<p>Outsourcing allows you to access professional services at a much lower cost. Additionally, you only pay for what you need, which helps you optimize your budget. For example, if your company experiences fluctuations in staffing, an outsourcing provider can adjust their services to your needs without requiring you to incur fixed costs. For more information on how to reduce costs, visit <a href="https://www.entrepreneur.com/" target="_blank" rel="noopener noreferrer">Entrepreneur</a>.</p>
<hr />
<h3>Regulatory Compliance and Risk Reduction</h3>
<p>Labor, tax, and legal regulations are constantly changing, and keeping up can be a challenge. An error in tax calculations or the application of labor laws can result in costly fines and legal problems.</p>
<p>Outsourcing providers specialized in payroll, accounting, and legal services are up to date with the latest regulations and ensure that your company complies with all obligations. This not only reduces the risk of penalties but also gives you peace of mind knowing that your processes are in the hands of experts.</p>
<hr />
<h3>Access to Specialized Technology and Tools</h3>
<p>Outsourcing providers often use advanced software and tools to manage payroll, accounting, and legal services. These tools are not only expensive to acquire but also require training for effective use.</p>
<p>By outsourcing these services, you gain access to cutting-edge technology without having to invest in it. For example, a payroll outsourcing provider may use automated systems that ensure accurate calculations and timely payments, while a legal services provider may have platforms that streamline contract and document management.</p>
<hr />
<h3>Scalability and Flexibility</h3>
<p>Outsourcing offers the flexibility to adjust services according to your business needs. If your company is growing and needs to manage more employees, or if you’re facing a period of reduced activity, an outsourcing provider can quickly adapt to these changes.</p>
<p>For example, if you decide to expand into new markets, a legal services provider can help you comply with local regulations, while an accounting provider can handle the specific tax requirements of each region.</p>
<hr />
<h3>Enhanced Security and Confidentiality</h3>
<p>Managing payroll, accounting, and legal matters involves handling sensitive and confidential information. A specialized outsourcing provider has robust security protocols in place to protect your data and ensure its confidentiality.</p>
<p>Additionally, by working with external professionals, you reduce the risk of internal errors or malpractice that could compromise the integrity of your information.</p>
<hr />
<h3>Conclusion</h3>
<p>Hiring an outsourcing company is not just a practical solution but a smart strategy for businesses looking to optimize their operations, reduce costs, and minimize risks.</p>
<p>If you’re considering outsourcing these services, at <strong>VASALTO</strong>, we are a consulting firm specialized in payroll, accounting, and tax advisory services, committed to offering comprehensive solutions tailored to the specific needs of each company. Our values are centered on excellence, transparency, and innovation, enabling us to provide high-quality and trustworthy services.</p>
<p>At <strong>VASALTO</strong>, we are here to help you simplify your processes and achieve your goals.</p>
<p><strong>Contact us and discover how we can support you every step of the way!</strong></p>


Outsourcing: The Smart Strategy to Reduce Costs and Accelerate Growth

Descubre cómo el outsourcing puede ayudarte a reducir costos, optimizar recursos y acelerar el crecimiento de tu empresa.

Outsourcing: Reducir Costos y Acelerar el Crecimiento

Outsourcing: La Estrategia Inteligente para Reducir Costes y Acelerar el Crecimiento

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<p data-pm-slice="1 1 []">The labor landscape in Spain is undergoing a significant transformation with the introduction of the new labor reform set to take effect in 2025. This reform seeks to strengthen workers&#8217; rights, increase job stability, and introduce new obligations for companies. For businesses, adapting to these changes will be essential to avoid legal risks and ensure compliance with labor regulations.</p>
<p>In this article, we will analyze the key aspects of the 2025 labor reform, its impact on companies, and how they should prepare for this new regulatory framework.</p>
<hr />
<h2>Main Changes in the 2025 Labor Reform</h2>
<p>The new labor reform is part of an effort to modernize labor laws in Spain and align them with European labor standards. Some of the most significant changes include:</p>
<h5>1. Strengthening of Permanent Contracts</h5>
<p>One of the reform&#8217;s main objectives is to reduce the high rate of temporary employment. To achieve this, the use of fixed-term contracts will be limited, and stricter conditions will be imposed to justify their use. Companies that excessively rely on temporary contracts may face fines and penalties.</p>
<h5>2. Salary Increases and Collective Bargaining</h5>
<p>The reform promotes better wage conditions through the strengthening of collective bargaining agreements. It ensures that sectoral agreements take precedence over company agreements when determining minimum wages and working conditions. This measure aims to prevent wage devaluation and improve job stability.</p>
<h5>3. Regulation of Remote Work and Digital Disconnection</h5>
<p>With the rise of teleworking, the new legislation includes clearer guidelines on remote work. Employers will be required to provide resources for employees working from home and establish mechanisms to guarantee digital disconnection outside of working hours.</p>
<h5>4. Greater Protection Against Unjustified Dismissals</h5>
<p>The reform strengthens workers’ protection against unfair dismissals by increasing compensation amounts and implementing stricter control over dismissals deemed arbitrary or discriminatory.</p>
<h5>5. Reinforcement of Labor Inspections and Sanctions</h5>
<p>The Labor Inspectorate will have more authority to monitor companies and enforce compliance. Fines for non-compliance with labor regulations will be increased, and repeated offenses will lead to more severe sanctions.</p>
<p>For more details on the proposed legislative changes, you can consult <a href="https://www.boe.es/"><strong>official government sources</strong></a> or reports from economic institutions such as <a href="https://elpais.com/"><strong>El País</strong></a> and <a href="https://www.expansion.com/"><strong>Expansión</strong></a>.</p>
<hr />
<h2>Impact of the Reform on Businesses</h2>
<p>The 2025 labor reform will have significant consequences for companies, requiring them to make adjustments in their employment policies, hiring practices, and labor management. Below are some of the most relevant aspects that businesses should consider:</p>
<h5>1. Increased Labor Costs</h5>
<p>With wage increases and stricter conditions for temporary contracts, companies will need to reassess their budgets and hiring strategies. Those that previously relied on temporary or low-cost labor will need to consider more stable and long-term employment options.</p>
<h5>2. Adjustments in Contracting and HR Policies</h5>
<p>Businesses will have to review and adapt their hiring practices to comply with the new regulations. This includes a greater reliance on indefinite contracts, stronger justification for temporary contracts, and adherence to updated collective agreements.</p>
<h5>3. Compliance with Remote Work Regulations</h5>
<p>Companies with telecommuting employees must ensure compliance with the new guidelines, including providing adequate resources and respecting employees’ digital disconnection rights. Failure to comply with these requirements could result in penalties.</p>
<h5>4. Increased Scrutiny and Labor Inspections</h5>
<p>The enhanced role of the Labor Inspectorate means businesses will face more frequent audits. Companies should ensure they maintain proper documentation and comply with labor regulations to avoid fines and legal issues.</p>
<h5>5. Need for Legal and HR Consulting</h5>
<p>Given the complexity of the reform, businesses are advised to seek specialized legal and HR consulting to navigate these changes efficiently and minimize risks.</p>
<hr />
<h2>Recommendations for Businesses</h2>
<p>To successfully adapt to the 2025 labor reform, companies should take the following steps:</p>
<ol start="1" data-spread="false">
<li><strong>Review Employment Contracts</strong> – Ensure compliance with new regulations and avoid excessive reliance on temporary contracts.</li>
<li><strong>Adjust Budget Planning</strong> – Prepare for potential increases in labor costs due to salary adjustments and contractual changes.</li>
<li><strong>Strengthen Internal HR Policies</strong> – Implement clear policies regarding remote work, employee rights, and contract management.</li>
<li><strong>Monitor Legislative Updates</strong> – Stay informed about further developments in labor laws to remain compliant.</li>
<li><strong>Consult Labor Law Experts</strong> – Seek professional guidance to mitigate legal risks and optimize HR strategies.<br />
<hr />
</li>
</ol>
<p>Avoid Legal Risks and Optimize Your Business Management</p>
<p>The new labor reform represents a significant shift in labor regulations, requiring businesses to take proactive steps to ensure compliance and maintain efficiency. Understanding these changes and implementing the necessary adjustments will be crucial for business success in 2025 and beyond.</p>
<p>At <strong>Vasalto</strong>, we have a team of legal and labor experts ready to help your business navigate this transition. Our comprehensive consulting services will ensure that your company complies with the new regulations while optimizing its labor structure. <strong>Trust Vasalto to help you adapt and thrive in the changing labor landscape.</strong></p>
<p>&nbsp;</p>


New Labor Reform in 2025: Key Changes and Business Impact

Descubre los cambios clave de la Reforma Laboral 2025 y cómo afectan a las empresas. Reducción de jornada, nuevos contratos y más. ¡Prepárate ahora!

Reforma Laboral 2025: Claves e Impacto para Empresas

La Nueva Reforma Laboral en 2025: Impacto y Claves para las Empresas

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<p>As companies grow, they often seek to expand globally. This move previously required companies to be of considerable size. However, in the wake of telecommuting, international expansion is becoming closer and easier. As we saw in our previous article, one of the most recommended models for hiring internationally are Employer of Record (EOR) service providers.</p>
<p>There are several factors to consider when selecting the right EOR partner. Getting this selection right will make our operations much easier. Knowing our supplier well will help us reduce legal risks and maintain compliance in foreign territories.</p>
<h2>Know the role of an EOR provider</h2>
<p>Before diving into the common issues when choosing a suitable EOR, it is important to understand the role of an EOR partner in your business. This company is going to be the legal employer of your foreign workforce. As such, it is going to take care of the responsibilities to the workers: payroll, taxes, benefits and compliance with local labor laws. This will allow companies to focus on their core business functions while the supplier handles the complexities of international employment.</p>
<p>In return, the company that hires an EOR provider will pay the payroll of the employees to the provider, in addition to a fee for managing these contracts.</p>
<h2>Factors to consider when choosing an EOR provider</h2>
<h3>In-country experience</h3>
<p>It is essential that the EOR provider has extensive experience working in the country we want to hire. Each labor law throughout the world has its own specifics that differentiate them from one another. The same goes for tax regimes and other issues that the EOR will have to deal with.</p>
<p>A common mistake companies make is not prioritizing local expertise when selecting an EOR partner. In many instances, companies engaging EOR look at the cost of the service as a key factor in making the decision. However, hiring an EOR provider with experience in that country can save the company a future cost overrun. Knowing the idiosyncrasies of the country in which we are going to establish an employment relationship is essential to avoid problems in the future.</p>
<h3>Employee experience</h3>
<p>The EOR partner will be the employer of your employees. As such, he or she will handle payroll, benefits and various employee relations issues for your team. That&#8217;s why it&#8217;s important to know what the employee experience is like with this employer.</p>
<p>If there are good employee references, chances are that the workers will also be happy with whoever hires them and, therefore, with the final company. Conversely, if these aspects are poorly managed, they could lead to a dissatisfied workforce.</p>
<p>When selecting the company that will provide the EOR service, we will have to take into account the benefits it offers to its employees. Employee satisfaction will always translate into better and more efficient work performance.</p>
<h3>Financial stability</h3>
<p>An EOR partner handles the critical financial aspects of your operations, including payroll and tax remittances. Therefore, it is necessary for our supplier to have sufficient financial stability to take care of these obligations. The financial stability of the supplier is one of the most essential factors in selecting whom to contract with for these services.</p>
<p>When dealing with such delicate matters as the payroll of our employees, a financial problem can quickly dismantle the international structure we are trying to create. As with all other factors, good management of these matters can contribute to a better performance of the employee&#8217;s duties. On the other hand, a failure can lead to dissatisfaction on the part of the employee, resulting in a drop in performance.</p>
<h2>Mancoyser: the EOR of Vasalto</h2>
<p>Mancoyser is one of Vasalto&#8217;s subsidiaries, which specializes in registered employer services. It is an EOR that transforms the payroll into an invoice. Thanks to the work of our experts, we enable companies from all over the world to hire workers in Spain in a matter of minutes.</p>
<p>Mancoyser helps growing companies unleash their full potential by enabling the development of highly specialized teams in a matter of days. We help hire, onboard, pay and manage team members quickly and compatibly to expand growth opportunities in Spain, without the hassle of setting up a legal entity.</p>
<h2>Do you need help with your company&#8217;s labor management?</h2>
<p>At Vasalto, we are payroll experts. We specialize in helping other companies with services such as managing the hiring and dismissal of workers, outsourcing payroll and all processes related to labor relations management. Our more than 30 years of experience have given us a great expertise in the sector. In addition, we are a company very involved with technology. Throughout these years we have developed a series of proprietary computer systems that allow us to manage more than 40,000 payrolls every month. In addition, we also have the best legal and accounting advice to offer our clients the best possible service.</p>
<p>At Vasalto, we believe that communication between people is fundamental. We make technology available to people, never the other way around. We work with technological automation solutions so that IT takes as much work off our hands as possible. This way, we have more time to dedicate to our customers.</p>
<p>If you are interested in learning more about international recruitment or any matter related to your company&#8217;s payroll or accounting, at Vasalto we will be happy to help you. Contact us to get to know us and see how we can help your company.</p>


How to Choose the Right EOR Partner

Descubre los factores clave para elegir el proveedor de EOR y facilitar tu expansión internacional. Opta por un proveedor con experiencia.

Cómo Elegir el Proveedor de EOR Adecuado

Cómo Elegir el Socio de EOR Adecuado

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<p>A Registered Employer, also known as an EOR (Employee of Record) is an organization in charge of hiring and paying a worker on behalf of another company. It is a service that can be very useful for those companies that want to have a number of workers in a country other than their own, but do not want to be incorporated in that country.</p>
<p>With the advent of teleworking opens the possibility of hiring workers anywhere in the world. For those companies that are interested in expanding globally, this is an option that has surely crossed their minds. However, the process of setting up in another country can be long and complicated. EORs are here to solve this problem. Thanks to these organizations, it is no longer necessary to go through the legal formalization process.</p>
<h2>What does an EOR offer?</h2>
<p>These entities have the power to hire and assume responsibility for the tasks involved in formal employment. For example, if a German company wants to have workers in Spain to expand its business, it can choose to do so through an EOR, which will manage the recruitment. EORs can offer a wide range of services, such as:</p>
<ul>
<li>Providing legal employment for remote workers</li>
<li>Creating contracts that comply with local regulations</li>
<li>International payroll processing</li>
<li>Employee benefits</li>
<li>Streamlining the onboarding of new workers</li>
<li>Contract termination</li>
</ul>
<h2>Differences with a PEO and AOR</h2>
<p>If you&#8217;ve been researching other third-party recruiting possibilities, you may be familiar with the terms PEO and AOR. Although they may sound like entities that offer the same thing as an EOR, the truth is that they are not exactly the same. Let&#8217;s go into detail on each of them to find out which type of organization is more suitable for each case.</p>
<p>PEO stands for “Professional Employment Organization”. PEOs provide payroll, benefits and human resources support to small businesses. PEOs allow us to establish co-employment relationships. This means that the people you hire are collaborators of your company. To establish this type of relationship it is necessary that the person lives where your company has a commercial registration. In this case, your company will be the one who hires the employee, being also legally responsible for them. The PEO offers to perform for you the tasks of an entire Human Resources department.</p>
<p>On the other hand, the “Agent of Record”, also known as AOR (Agent of Record in Spanish) are companies that obtain the legal authority to administer insurance policies on behalf of other companies. Agents of Record are hired by companies so that they do not have to deal with insurance paperwork.</p>
<p>As we can see, although these terms may seem similar at first glance, each one offers different services to companies. If what you are looking for is to be able to hire people in other countries, while you keep the business growing, what you are looking for is an EOR.</p>
<h2>Mancoyser: the EOR of Vasalto</h2>
<p>Mancoyser is one of Vasalto&#8217;s subsidiaries, which specializes in registered employer services. It is an EOR that transforms the payroll into an invoice. Thanks to the work of our experts, we enable companies from all over the world to hire workers in Spain in a matter of minutes.</p>
<p>Mancoyser helps growing companies unlock their full potential by enabling the development of highly specialized teams in a matter of days. We help hire, onboard, pay and manage team members quickly and compatibly to expand growth opportunities in Spain, without the hassle of setting up a legal entity.</p>
<p>As an EOR, our functions are as follows:</p>
<ul>
<li>Payroll management: Vasalto is a Back Office with a large department specialized in payroll. Thanks to this, Mancoyser can offer assistance in the administration of the payment of your employees in Spain. You will be able to hire in accordance with Spanish legislation, with the confidence of having a team specialized in these procedures behind you.</li>
<li>Taxes: with Mancoyser you will not only be able to hire with total security of complying with the legislation, you will also be able to benefit from all the tax advantages. Our team of experts will work to apply all possible tax deductions and reductions, in order to get the maximum return on the salaries you pay in Spain.</li>
<li>In accordance with legislation: thanks to the legal advice of Venza, Vasalto&#8217;s legal firm, we can draw up employment contracts in accordance with legislation. In addition, as Mancoyser is the one who will hire the workers, it also assumes all legal responsibilities related to the workers.</li>
</ul>
<h2>Do you need help with your company&#8217;s labor management?</h2>
<p>At Vasalto, we are experts in payroll. We specialize in helping other companies with services such as managing the hiring and dismissal of workers, outsourcing payroll and all processes related to labor relations management. Our more than 30 years of experience have given us a great expertise in the sector. In addition, we are a company very involved with technology. Throughout these years we have developed a series of proprietary computer systems that allow us to manage more than 40,000 payrolls every month. In addition, we also have the best legal and accounting advice to offer our clients the best possible service.</p>
<p>At Vasalto, we believe that communication between people is fundamental. We make technology available to people, never the other way around. We work with technological automation solutions so that IT takes as much work off our hands as possible. This way, we have more time to dedicate to our customers.</p>
<p>If you are interested in learning more about flexible compensation or any issue related to payroll or accounting for your company, at Vasalto we will be happy to help you. Contact us to get to know us and see how we can help your company.</p>


What is an EOR? The Solution for International Recruitment

Descubre cómo un EOR simplifica la contratación internacional, cumpliendo con la legislación local y gestionando nóminas de forma eficaz.

¿Qué es un EOR? La Solución para la Contratación Internacional

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<p>If you are unemployed, you may have heard about the capitalization of unemployment benefits. This option can be interesting for those people who are collecting unemployment benefits and want to start a new business. This is an option in which unemployed people ask the State to collect all their unemployment benefits at once, in order to invest that money in the creation of a business. In this way, the unemployed can transform a bad situation into an opportunity to start their own business and become successful entrepreneurs.</p>
<p>The capitalization of unemployment is an increasingly valued option among Spaniards. Every year there are tens of thousands of new applications to obtain this economic aid and become self-employed, partners of an SL or working partner of a cooperative or worker-owned company.</p>
<h2><b>Who can apply for the single unemployment payment?</b></h2>
<p>There are a series of requirements to be able to obtain this aid to entrepreneurship. These conditions are a measure to ensure that the person requesting this payment is really interested in starting a new business venture. It is convenient to be very clear about the previous questions to start a business before applying for this aid, especially if we take into account the need to present a report of the activity for its approval.</p>
<h3>Requirements to be able to apply for this one-time payment:</h3>
<ul>
<li>Not to have started the economic activity without the registration in the Social Security.</li>
<li>To have pending to receive, at least, 3 months of benefit.</li>
<li>Not having benefited from another payment in the previous 4 years.</li>
<li>Proof of registration as self-employed or incorporation as a working partner of a cooperative, labor or commercial company.</li>
<li>Start the activity within a maximum period of one month.</li>
<li>Not to have contested the dismissal for which he/she is unemployed.</li>
</ul>
<p>It should be clarified that, in the event that there is a contestation in the dismissal, it is necessary to wait until the contestation file has been resolved in order to request the lump-sum payment.</p>
<h2><b>What can the capitalization be spent on?</b></h2>
<p>Many of the applications for the lump-sum payment of unemployment benefits are intended to become self-employed. It may also be required for the founding of an SL. On other occasions, it is intended to become a working partner of a labor company or cooperative. Whatever the case, it is necessary to clarify that this money cannot be used completely freely.</p>
<p>The State, as is the case with the possibility of exercising an application, has a series of requirements to ensure that the money is used for a legitimate purpose. Depending on the use to which this money is put, we can divide the capitalization into three types: for the initial investment, for the payment of installments and partial capitalization.</p>
<h3>For initial investment</h3>
<p>This modality consists of allocating 100% of the money received in expenses for the new business. If we are talking about the self-employed, these expenses will have to be justified as the purchase of materials, equipment or tools necessary for the economic activity (for example, to buy computers, printers and tables), expenses for the adaptation of the premises in which the activity is going to be carried out or the acquisition of licenses or franchises, among others.</p>
<p>If we are talking about an application for labor or cooperative companies or the foundation of a limited company, this investment must be justified as contributions to the social capital.</p>
<h3>For the payment of quotas</h3>
<p>In this case, the money is not going to be spent on purchases or license payments, but is destined to pay the self-employed quota. One of the biggest concerns of Spaniards when starting a self-employed business is the social security contribution. For that reason, the possibility of destining this money to cover this obligatory expense can be a great help in the first steps of the new business. In this case, the money would not be given directly to the applicant, but the contributions would be compensated on a monthly basis.</p>
<h3>Partial capitalization</h3>
<p>This capitalization model is nothing more than a hybrid between the two previous ones. If the applicant is not going to need all the money for the initial investment, he/she can ask for a percentage to be used for these investments, and the rest will be used to compensate the Social Security contributions.</p>
<p>This situation can occur, for example, in the case of the foundation of limited liability companies. The minimum capital stock when creating a limited liability company is 3,000 euros. Therefore, it may be the case that a person is entitled to a higher unemployment benefit. In this situation, a partial capitalization could be used to pay the 3,000 euros of share capital, leaving the remainder to offset future Social Security contributions.</p>
<h2><b>How do I apply for unemployment capitalization?</b></h2>
<p>To apply for the capitalization of unemployment, once we are sure that we meet the requirements explained above, we will have to go to the State Public Employment Service (SEPE). This request can be made either at the time of applying for unemployment benefits or at any time thereafter. Let us remember that one of the requirements for this capitalization is to start the economic activity within a maximum period of one month, so it is convenient to have everything tied up before making this application.</p>
<p>When making the application, it is necessary to submit two documents. The first one is the single payment application form. This is an official document that can be found on the <a href="https://www.sepe.es/HomeSepe/es/Personas/distributiva-prestaciones/impresos.html">SEPE website</a>. The second document is the application report for the single unemployment payment. This document is perhaps the more important of the two. It is the one that justifies to the administration what the requested money is going to be spent on. This document consists of a detailed report on why this amount of money is being requested and what it will be spent on. As we have seen, the administration is very vigilant in the use of the unemployment money, so it is advisable that this report be as detailed as possible.</p>
<h3>SEPE requirements for the application report:</h3>
<ul>
<li>Personal data.</li>
<li>Data of the company to be created or incorporated (legal form, description of the activity, registered office of the company, address of the work center, start of the activity and hiring of workers).</li>
<li>Data relating to the company.</li>
<li>Data relating to the project: investment plan, profit and loss account and financing plan.</li>
</ul>
<h2><b>The capitalization of unemployment and personal income tax.</b></h2>
<p>Finally, one of the most frequently asked questions when talking about the capitalization of unemployment is its relationship with the IRPF. This State aid is tax exempt, although it is subject to one condition: the professional activity must have been carried out for at least 5 years. If this is not the case, the lump-sum unemployment payment must be subject to personal income tax. Previously there was a limit of 15,500 euros in this exemption. This has been eliminated to encourage unemployed people to take advantage of this option.</p>
<h2><b>Do you need help to capitalize unemployment?</b></h2>
<p>At Vasalto, we are experts in labor management. We specialize in helping companies and the self-employed with all processes related to labor relations management. If you are thinking of capitalizing your unemployment and need advice, do not hesitate to call us.</p>
<p>Our more than 30 years of experience have given us a great experience in the sector. In addition, we are a company very involved with technology. Throughout these years we have developed a series of proprietary computer systems that allow us to manage more than 40,000 payrolls every month. In addition, we also have the best legal and accounting advice to offer our clients the best possible service.</p>
<p>At Vasalto, we believe that communication between people is fundamental. We make technology available to people, never the other way around. We work with technological automation solutions so that IT takes as much work off our hands as possible. This way, we have more time to dedicate to our customers.</p>


Unemployment capitalization: how to turn your unemployment into a business opportunity

Descubre qué es la capitalización del paro y cómo convertirlo en una oportunidad empresarial. Requisitos, tipos y cómo solicitarlo en el SEPE

Capitalización del paro: Requisitos para obtener el pago único

Capitalización del paro: cómo transformar tu desempleo en una oportunidad de negocio

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<p>A study has recently been published on how maternity and paternity leave is used in Spain. Let&#8217;s remember that, since 2021, these leaves have been equalized with the intention of reducing discrimination between men and women for this cause. Currently, both men and women enjoy 16 weeks of leave after giving birth to a child. The same is true in cases of adoption, foster care or adoption for adoption purposes.</p>
<p>This study reveals that, in most cases, the father takes paternity leave on the same days as the mother. The authors conclude that “only a minority of fathers (around 20%) use the combination that allows greater co-responsibility (taking turns with the mother) and that allows them to assume the role of primary caregiver”. According to data from the same study, approximately 50% of fathers choose to use this leave simultaneously and uninterruptedly, i.e., they take it during the 16 weeks following the birth of their child.</p>
<p>The truth is that paternity or maternity leave is a matter that directly concerns Human Resources Departments. They are in charge of managing these paid leaves within the companies. For this reason, it is necessary to be up to date with all the modifications related to them. In recent years, paternity and maternity leaves have changed a lot, so we are going to review the key points of these leaves in order to better manage them.</p>
<h3><b>What is paternity or maternity leave?</b></h3>
<p>As we have explained, this leave is a right that working parents have after giving birth to a child. This leave also applies in other cases such as adoption, foster care or foster care for adoption purposes. It is a period of time during which the employment contract is temporarily suspended. The purpose of this suspension is for the person in question to devote this time to caring for the new child and to be able to take care of it during its first months of life.</p>
<p>Historically, paternity leave was shorter than maternity leave. This situation has been seen as an inequality for women when it comes to being hired, because if they became pregnant, the employer knew that their time away from the office was greater than that of a man. To put an end to this possible discrimination, the different governments have legislated to achieve an equalization in the time of these leaves. This equalization ended in 2021, when it was determined that both men and women are entitled to the same leave time for having a child: 16 weeks.</p>
<h3><b>How does paternity or maternity leave work?</b></h3>
<p>The duration and time distribution of these leaves is 16 weeks from the birth of the child. However, these weeks do not have to be taken uninterruptedly. The only obligation in these weeks is that the first 6 weeks of leave must be taken uninterrupted and full time. Once these weeks have elapsed, the following 10 weeks can be taken in two ways:</p>
<ul>
<li>In a continuous manner to the mandatory period.</li>
<li>In an interrupted manner. This case is only applicable if both parents work and must be taken in full weeks, i.e., the days cannot be separated into several weeks. The period for these weeks runs from the time the mandatory 6 weeks are completed until the new child reaches 12 months of age.</li>
</ul>
<p>This is the general rule governing leave for a new child. However, there are exceptional cases that may extend these leaves:</p>
<ul>
<li>In cases of multiple births, the leave will be increased by one week from the second child onwards. In other words, if you have twins, the leave will be 17 weeks instead of 16.</li>
<li>In the event that the new child has a disability, this period will also be increased by one week.</li>
<li>If the birth is premature or the newborn has to be hospitalized after the birth, the paternity leave will be increased by the days that this hospitalization lasts, with a maximum of 13 weeks of extension.</li>
<li>In the event of the death of the son or daughter, the period of paternity leave will not be reduced. In other words, the parents will be able to choose to take the 16 weeks of leave. In this case it is necessary to mention that, if they wish, they can request to return to work once the 6 mandatory weeks are over.</li>
</ul>
<p><b>Requirements for requesting paternity leave</b></p>
<p>There are a series of requirements that must be met in order to be entitled to paternity leave for the birth or adoption of a new child. Current legislation establishes the following requirements:</p>
<ul>
<li>To be affiliated with the Social Security. This affiliation must be in the condition of registration or, failing that, in a condition assimilated to registration. This assimilated status refers to workers who do not pay contributions even though they are registered with the Social Security. The protection received by both is the same even though the latter is not contributing.</li>
<li>Not having debts in Social Security contributions.</li>
<li>To have complied with a minimum contribution period, which varies according to the age of the worker.</li>
</ul>
<p>In order to determine whether the minimum contribution period has been met, there are three age brackets: those who have not reached 21 years of age, those between 21 and 26 years of age, and those over 26 years of age.</p>
<p>In the first case, there is no minimum contribution requirement if the workers are under 21 years of age on the date of the birth or on the date of the administrative or judicial foster care decision or the judicial decision establishing the adoption.</p>
<p>If we are talking about persons between 21 and 26 years of age on the date of delivery or on the date of the administrative or judicial decision of foster care or of the judicial resolution by which the adoption is constituted, they will have to comply with one of these two requirements:</p>
<ul>
<li>90 days within the 7 years immediately preceding the time of the start of the rest.</li>
<li>180 days contributed throughout their working life prior to that date.</li>
</ul>
<p>Finally, in the case of parents aged 26 or older, the requirements to be met are as follows:</p>
<ul>
<li>180 days within the 7 years immediately preceding the time of the start of the rest.</li>
<li>360 days contributed throughout their working life prior to that date.</li>
</ul>
<h3><b>Do you need help with your company&#8217;s labor management?</b></h3>
<p>At Vasalto, we are experts in labor management. We specialize in helping other companies with services such as managing employee registrations and cancellations, outsourcing payroll and all processes related to labor relations management. Our more than 30 years of experience have given us a great expertise in the sector. In addition, we are a company very involved with technology. Throughout these years we have developed a series of proprietary computer systems that allow us to manage more than 40,000 payrolls every month. In addition, we also have the best legal and accounting advice to offer our clients the best possible service.</p>
<p>At Vasalto, we believe that communication between people is fundamental. We make technology available to people, never the other way around. We work with technological automation solutions so that IT takes as much work off our hands as possible. This way, we have more time to dedicate to our clients.</p>
<p>If you are interested in learning more about our labor management services, at Vasalto we will be happy to help you. Contact us to get to know us and see how we can help your company.</p>


How can paternity leave be divided?

Descubre cómo dividir el tiempo de la baja por paternidad en España y los requisitos para disfrutar de este permiso. Actualizado para 2024.

Descubre cómo gestionar y dividir el tiempo de baja por paternidad en España. Conoce los requisitos y maximiza tus derechos laborales con Vasalto.

¿Cómo dividir el tiempo de baja por paternidad en España? | Vasalto

¿Cómo se puede dividir el tiempo de una baja por paternidad?

Baja por paternidad en España: descubre cómo dividir el tiempo - Vasalto

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<p>With the arrival of summer, a very important task arises within a company: the management of employee vacations. This is the time to schedule shifts, organize work teams, schedule the work to be done during the summer season and anticipate the absences of the various members of the department.</p>
<p>This work of organizing and coordinating tasks falls to the Human Resources department. It is normal for this department to suffer from a certain amount of stress and lack of control with the arrival of good weather. To its normal day is added a management that can become overwhelming if it is not well coordinated.</p>
<p>Squaring the preferences for the rest of all employees, managing the changes that they can make and ensuring that there are not too many absences that can harm the company can be an impossible task. However, this does not have to be the case. In this article we are going to look at a series of tips to make the management of employee leave organic, easy to manage and not detrimental to the proper functioning of the company.</p>
<h2>The right to vacation and collective bargaining agreements</h2>
<p>The Workers&#8217; Statute states that the worker «<em>has the right to 30 calendar days of vacation, or in other words, 2.5 calendar days per month worked, including Sundays and holidays, which must be enjoyed, as a general rule, from January 1 to December 31 of each year»</em>. This is going to be the basis on which we will look at when it comes to managing employee vacations. The Workers&#8217; Statute is the basic regulation governing labor relations between an employee and his or her employer. This must be respected at all times, being always above any other regulation. This means that any pact or agreement that goes against the provisions of this text will not be applicable.</p>
<p>However, this does not mean that workers cannot have better conditions than those stipulated in the statute. It is at this point that we have to refer to collective bargaining agreements. If we talked before about the Workers&#8217; Statute being the basic regulation of the employment relationship, the collective agreement is a specification within this relationship. Often, these agreements increase the amount of vacation days of the workers who can benefit from this agreement.</p>
<p>This is the result of collective bargaining between the workers&#8217; representatives and the company. The workers who can benefit from this agreement depend on the scope of the agreement. There are several types of agreement depending on their scope of application. Some of the most common are</p>
<ul>
<li><strong>Sectoral collective bargaining agreements</strong>: These stipulate the working conditions of a specific sector. Their application does not depend on the territory or the company, but on the sector in which the worker is employed. Examples of these agreements are those of construction, industry, textile, etc.</li>
<li><strong>State and national agreements</strong>: These agreements are applicable to the entire national territory. As they have this range of action, these types of agreements are published in the Official State Gazette.</li>
<li><strong>Interprovincial agreements</strong>. These are the least common. They cover the rights of workers in several provinces, whether or not they belong to the same Autonomous Community.</li>
<li><strong>Provincial agreements</strong>. Following the same logic, they apply at the provincial level in a given sector. For example, the collective bargaining agreement for the metallurgical industry sector in the Community of Madrid.</li>
<li><strong>Local or regional agreements</strong>: These are agreements applicable at the local or regional level.</li>
<li><strong>Company collective bargaining agreements</strong>: This type of agreement applies within the same company. They usually occur in the case of large companies, which have more than one work center. It is a way of guaranteeing uniformity within the company.</li>
</ul>
<h2>The right to disconnect from work on vacation</h2>
<p>Vacations are days to really disconnect. However, in the era of hyperconnectivity in which we live, it is increasingly complicated to leave the work environment. Even though we are not in the office, we tend to be on email and messaging applications. This has increased exponentially as a result of teleworking. The possibility of connecting to work from anywhere to do small tasks, even on our days off, means that the disconnection is not total and we do not rest completely.</p>
<p>In order to recharge our batteries, it is necessary that the disconnection is as complete as possible. For this, there are certain recommendations that companies can make to their employees:</p>
<ul>
<li><strong>Coordinate the work before leaving:</strong> a good way to disconnect is to know that the work is ready to be done. Therefore, a good coordination of the work before the workers take their vacations is essential for everyone to rest. When a worker&#8217;s absence is not well prepared, unforeseen events may arise that force him to break his rest and work. However, if it is made clear how the work is going to be organized in view of the vacations, the number of times that someone will need to connect from their place of vacation is significantly reduced.</li>
<li><strong>Leave the computer at the company</strong>: the computer or device you use for work does not have to take up space in your suitcase. If we do not include it in our vacation routine, it will be easier to forget about work for a few days. For this, it is advisable to delete all personal information on it. This way, a colleague can access it if needed, without having to call the person who is enjoying his or her well-deserved rest.</li>
<li><strong>Limit availability</strong>: always being available to your coworkers can make them call on you more often. Things like turning off the company cell phone, uninstalling messaging applications such as zoom or teams are actions that will help us to disconnect. In this way, colleagues will not contact others for matters of little importance. However, it is normal for someone in the department or work team to have personal contact with someone who is on vacation. This gives the security of knowing that, if it is really necessary, they will be able to get in touch with them.</li>
</ul>
<h2>How to schedule vacations effectively</h2>
<p>How to schedule vacations effectively</p>
<p>In companies there is a system of hierarchy or priority when it comes to requesting vacation time. This can be linked to the responsibility of the workers within the company&#8217;s organization chart. The greater the responsibility, the greater the right to choose your vacation days.</p>
<p>However, this is only one of the criteria to be taken into account when choosing vacation days. There are other factors, such as seniority or children, that have to be taken into account when organizing everyone&#8217;s vacation. Whatever the way in which vacations are chosen, it is necessary for employees to be aware of it so that they can organize themselves. It is good for work teams to know what their colleagues&#8217; vacations are, as well as to have a small meeting to organize the time when they will not all be available. One of the most common solutions for everyone to know when everyone is off is software.</p>
<h2>Do you need help with your company&#8217;s labor management?</h2>
<p>At Vasalto, we have been working in labor management for more than 30 years. We specialize in outsourcing payrolls, processing registrations and cancellations and all processes related to the management of labor relations. Our more than 30 years have given us a great experience in the sector. In addition, we are a company very involved with technology. Throughout these years we have developed a series of proprietary computer systems that allow us to manage more than 40,000 payrolls every month. In addition, we also have the best legal and accounting advice to offer our clients the best possible service.</p>
<p>At Vasalto, we believe that communication between people is fundamental. We make technology available to people, never the other way around. We work with technological automation solutions so that IT takes as much work off our hands as possible. This way, we have more time to dedicate to our clients.</p>
<p>If you are interested in learning more about our labor management services, at Vasalto we will be happy to help you. Contact us to get to know us and see how we can help your company.</p>


How to disconnect con vacation

Descubre mejorar la gestión de las vacaciones de manera efectiva. Evita el caos en Recursos Humanos con consejos sobre organización y desconexión laboral.

Con la llegada del verano, aparece una tarea muy importante dentro de una empresa: la gestión de las vacaciones de los empleados.

Como conseguir desconectar en vacaciones

Gestión de vacaciones: claves para organizar la temporada estival

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<p>When a new person joins our company, the employer is obliged to communicate this registration to the Social Security. The same happens when a person decides to leave, as well as any change in personal or employment data. All these changes must be reported to the Social Security General Treasury.</p>
<p>When we talk about registrations, cancellations and variations we refer to the different processes that have to be managed and that are related to the incorporation and exit of employees in the company. We could define a registration as the administrative act by which a legal relationship with the Social Security is created. Likewise, a deregistration is the act that extinguishes this relationship.</p>
<p>The manual management of these processes is complex, which can lead to errors. The compilation of the required documentation, the internal communication between the different departments involved and the coordination with the different regulatory authorities can generate a significant workload.</p>
<p>The company is responsible for registrations and deregistrations</p>
<p>Requests to register and terminate an employee&#8217;s employment must be signed by the employer. This is an obligation of the employer, not the employee. However, in the cases of registration and variation of data, this request must be accompanied by a signature of the employee. These processes have relatively short deadlines: registrations must be communicated to the Social Security before the beginning of the employment relationship, with a maximum of 60 days beforehand. As for cancellations and variations, the maximum term to present them is 3 calendar days.</p>
<p>This process may seem unimportant, since it is only a communication to the Social Security. However, labor legislation considers that not requesting the initial affiliation or registration of workers or requesting it after the deadline is a serious infraction.</p>
<p>These infractions, being considered as serious, are punished with fines to the company. It should be remembered that the employer is responsible for registering the employees. The amount of these fines ranges from 626 euros to 6,250 euros. In addition, if the lack of this registration is discovered as a result of an inspection, the penalties can be increased up to 10,000 euros. These infractions are considered to be individual. That is to say, each worker who is not registered with the Social Security is a different infraction.</p>
<p>Regarding late registration, the Social Security states that “they will only be effective from the day on which the application is made, unless the contributions have been paid within the regulatory period, in which case the registration will be backdated to the date on which the first contributions corresponding to the worker in question were paid”.</p>
<p>What information must the applications contain?</p>
<p>When applying for registration with the Social Security, there are a series of data that must not be missing:</p>
<ul>
<li>Name or company name of the employer promoting the registration.</li>
<li>Contribution Account Code of the employer.</li>
<li>Social Security Regime.</li>
<li>Surname and first name of the worker.</li>
<li>Social Security number of the worker.</li>
<li>Worker&#8217;s address.</li>
<li>Start date of the activity.</li>
<li>Contribution group.</li>
<li>AT and EP epigraph.</li>
<li>Type of contract and working day coefficient, if applicable.</li>
<li>Occupation (in some cases)</li>
<li>Collective Agreement/Collective Agreements.</li>
</ul>
<p>These are the general data, which will always be required when processing a registration in the company. However, there may be exceptions depending on each regime. These exceptions may mean that some of these sections are not necessary, or that some additional information is required.</p>
<p>If we are talking about a cancellation request, the requirements are less. One of the most important requirements is the cause of the cancellation. This section is the one that will determine whether we are dealing with a fair dismissal, a voluntary dismissal or an unfair dismissal. Based on this information, the employer must pay the employee according to the provisions of the labor legislation. The information necessary for the Social Security to process the sick leave is as follows:</p>
<ul>
<li>Name or company name of the employer promoting the dismissal.</li>
<li>Contribution Account Code of the employer.</li>
<li>Social Security Regime.</li>
<li>Surname and name of the worker.</li>
<li>Social Security number of the worker.</li>
<li>Worker&#8217;s address.</li>
<li>Date of termination of the activity.</li>
<li>Cause of the cancellation.</li>
</ul>
<p>Finally, we are going to see the case of data variations. These requests, in addition to the data identifying both the employee and the worker, must be accompanied by the data subject to modification, and if necessary:</p>
<ul>
<li>Type of contract and working day coefficient.</li>
<li>AT and EP epigraph.</li>
<li>Variation of contribution group.</li>
<li>Date of variation.</li>
<li>Occupation.</li>
</ul>
<p>All In, the Vasalto robot</p>
<p>As we have seen, the processing of registrations and cancellations can be a complicated task. It is necessary to take many factors into account, in addition to being a heavy workload for Human Resources departments. That&#8217;s why at Vasalto we have created a solution: our All In robot.</p>
<p>This software allows us to process our clients&#8217; registrations and cancellations almost immediately. At Vasalto, we believe that automation is essential for efficient labor management. People tend to get distracted when they are doing repetitive and mechanical processes. This lack of concentration is what causes most errors. Being able to leave mechanical and repetitive processes in the hands of machines speeds up work, while leaving people time for the really important tasks. In addition, the machines are not distracted, eliminating errors caused by inattention.</p>
<p>How All In works is very simple. To illustrate, let&#8217;s take a look at the process of a registration. When we need to register a new employee, he has to fill in a series of data to draw up his contract. That same information is the one that we are going to use to process the registration.</p>
<p>We only have to enter an Excel file with the data that our new employee has given us. With this document, All In will generate in a matter of seconds, a registration form to submit to the Social Security. In just a few clicks, the robot has returned what we need. This saves us a great deal of time, which speeds up the processes and gives us the capacity to manage a large number of registrations per day. This way we ensure that our customers do not have problems with the very short timeframes for registration or cancellation.</p>
<p>Do you need help with your company&#8217;s labor management?</p>
<p>At Vasalto, we have been working in labor management for more than 30 years. We specialize in outsourcing payrolls, processing registrations and cancellations and all processes related to the management of labor relations. Our more than 30 years have given us a great experience in the sector. In addition, we are a company very involved with technology. Throughout these years we have developed a series of proprietary computer systems that allow us to manage more than 40,000 payrolls every month. In addition, we also have the best legal and accounting advice to offer our clients the best possible service.</p>
<p>At Vasalto, we believe that communication between people is fundamental. We make technology available to people, never the other way around. We work with technological automation solutions so that IT takes as much work off our hands as possible. This way, we have more time to dedicate to our clients.</p>
<p>If you are interested in learning more about our labor management services, at Vasalto we will be happy to help you. Contact us to get to know us and see how we can help your company.</p>


All In, Vasalto's robot to process employee registrations and cancellations

Descubre cómo hacer la gestión de altas y bajas laborales en tu empresa de forma rápida y sin errores gracias a la automatización.

Cómo llevar la gestión de altas y bajas de manera eficiente

All In, el robot de Vasalto para tramitar altas y bajas

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Categoría: Gestión Laboral