{"id":15282,"date":"2026-09-29T13:07:43","date_gmt":"2026-09-29T11:07:43","guid":{"rendered":"https:\/\/www.rm-assessors.cat\/?p=15282"},"modified":"2026-09-29T13:07:43","modified_gmt":"2026-09-29T11:07:43","slug":"nova-informacio-laboral-que-han-de-revisar-les-empreses-abans-del-5-doctubre","status":"publish","type":"post","link":"https:\/\/www.rm-assessors.cat\/en\/nova-informacio-laboral-que-han-de-revisar-les-empreses-abans-del-5-doctubre\/","title":{"rendered":"Nova informaci\u00f3 laboral: qu\u00e8 han de revisar les empreses abans del 5 d\u2019octubre?"},"content":{"rendered":"
El 5 d\u2019octubre<\/strong> de 2026 entra en vigor el Reial decret 723\/2026, de 9 de setembre<\/a><\/em>, que amplia la informaci\u00f3 que les empreses han de facilitar per escrit als treballadors sobre les seves condicions laborals.<\/h5>\n
Per a les empreses, aix\u00f2 implica revisar els models de contracte i la documentaci\u00f3 informativa que es lliura a les noves incorporacions, aix\u00ed com els procediments per comunicar canvis en les condicions laborals.<\/h5>\n

Quina informaci\u00f3 s\u2019haur\u00e0 de facilitar als treballadors ?<\/h3>\n

Salari i complements<\/h4>\n

S\u2019haur\u00e0 d\u2019informar del salari base, els complements salarials i els conceptes variables, aix\u00ed com de la periodicitat i la forma de pagament i, quan correspongui, dels criteris utilitzats per calcular la retribuci\u00f3 variable.<\/p>\n

Jornada, horaris i vacances<\/h4>\n

La documentaci\u00f3 haur\u00e0 de recollir informaci\u00f3 sobre la jornada di\u00e0ria, setmanal i anual, els horaris i torns, les hores extraordin\u00e0ries, les vacances i els terminis d\u2019av\u00eds quan es produeixin canvis en la distribuci\u00f3 de la jornada.<\/p>\n

Per\u00edode de prova<\/h4>\n

Quan existeixi un per\u00edode de prova, haur\u00e0 de quedar establert per escrit abans de comen\u00e7ar la relaci\u00f3 laboral, indicant-ne la durada i les condicions corresponents.<\/p>\n

Contractes temporals<\/h4>\n

En els contractes de durada determinada caldr\u00e0 explicar de manera concreta quina \u00e9s la causa que justifica la temporalitat, aix\u00ed com les circumst\u00e0ncies que la motiven i la seva relaci\u00f3 amb la durada prevista del contracte.<\/p>\n

Intel\u00b7lig\u00e8ncia artificial i sistemes automatitzats<\/h4>\n

Una de les novetats m\u00e9s destacades \u00e9s l\u2019obligaci\u00f3 d\u2019informar quan l\u2019empresa utilitzi sistemes d\u2019intel\u00b7lig\u00e8ncia artificial o altres sistemes automatitzats que intervinguin en decisions relacionades amb els treballadors.<\/p>\n

Aquesta informaci\u00f3 haur\u00e0 d\u2019explicar l\u2019exist\u00e8ncia d\u2019aquests sistemes i les pautes, criteris i regles que utilitzen quan poden afectar aspectes com l\u2019assignaci\u00f3 de tasques, la jornada, el salari, la promoci\u00f3 professional o la finalitzaci\u00f3 de la relaci\u00f3 laboral.<\/p>\n

Igualtat, conciliaci\u00f3 i prevenci\u00f3 de l\u2019assetjament<\/h4>\n

Quan siguin aplicables, tamb\u00e9 s\u2019haur\u00e0 d\u2019informar sobre q\u00fcestions com el pla d\u2019igualtat, les mesures de conciliaci\u00f3, les mesures per garantir la igualtat de les persones LGTBI i els protocols de prevenci\u00f3 i actuaci\u00f3 davant l\u2019assetjament.<\/p>\n

Conveni col\u00b7lectiu i Seguretat Social<\/h4>\n

La informaci\u00f3 haur\u00e0 d\u2019identificar el conveni col\u00b7lectiu aplicable<\/strong>, incloent-hi el seu codi i altres dades previstes per la normativa, aix\u00ed com determinada informaci\u00f3 relativa a l\u2019entitat gestora o col\u00b7laboradora de la Seguretat Social, les millores volunt\u00e0ries i, quan existeixin, els plans de pensions promoguts per l\u2019empresa.<\/p>\n

Quan s\u2019ha de facilitar aquesta informaci\u00f3?<\/h3>\n

La informaci\u00f3 s\u2019haur\u00e0 de facilitar abans que la persona comenci a treballar<\/strong>, sempre que els aspectes corresponents no constin ja en el contracte o en la documentaci\u00f3 que se li lliura.<\/p>\n

Tamb\u00e9 caldr\u00e0 actualitzar-la quan es produeixin canvis en les condicions laborals. En aquests casos, la informaci\u00f3 relativa al canvi s\u2019haur\u00e0 de facilitar, amb car\u00e0cter general, com a m\u00e0xim el mateix dia que entri en vigor<\/strong>.<\/p>\n

La documentaci\u00f3 es podr\u00e0 facilitar en paper o per via electr\u00f2nica, sempre que la persona treballadora pugui accedir-hi, guardar-la i imprimir-la, i l\u2019empresa pugui acreditar que l\u2019ha lliurat.<\/p>\n

I qu\u00e8 passa amb les persones que ja treballen a l\u2019empresa?<\/h3>\n

La nova normativa no obliga a modificar autom\u00e0ticament tots els contractes que ja estiguin vigents<\/strong> el 5 d\u2019octubre.<\/p>\n

En aquests casos, si un treballador sol\u00b7licita expressament que se li faciliti la informaci\u00f3 prevista per la nova normativa i aquesta no consta ja en el seu poder, l\u2019empresa disposar\u00e0 de 30 dies h\u00e0bils<\/strong> per facilitar-la.<\/p>\n

Aix\u00f2 s\u00ed, les empreses hauran d\u2019adaptar els seus procediments per garantir que les noves incorporacions i les modificacions de les condicions laborals compleixin les noves exig\u00e8ncies.<\/p>\n

Tamb\u00e9 afecta les persones que treballen a l\u2019estranger ?<\/h3>\n

La norma estableix informaci\u00f3 addicional per a les persones treballadores que hagin de prestar serveis a l\u2019estranger durant m\u00e9s de quatre setmanes consecutives.<\/p>\n

En aquests casos, l\u2019empresa haur\u00e0 d\u2019informar, entre altres q\u00fcestions, del pa\u00eds o pa\u00efsos de destinaci\u00f3, la moneda en qu\u00e8 es pagar\u00e0 el salari, les compensacions per les despeses de viatge i les condicions de repatriaci\u00f3 quan correspongui.<\/p>\n

Tamb\u00e9 s\u2019estableixen obligacions espec\u00edfiques per al sector mar\u00edtim i pesquer<\/strong>, amb informaci\u00f3 addicional sobre contractes, vaixells, salaris, descansos, cobertura social i repatriaci\u00f3.<\/p>\n

Qu\u00e8 haurien de fer ara les empreses?<\/h3>\n

Es recomanable:<\/p>\n

    \n
  • Revisar els models de contracte<\/strong> i els documents informatius que es lliuren a les noves incorporacions.<\/li>\n
  • Comprovar que hi consta tota la informaci\u00f3 relativa a salari, jornada, vacances i per\u00edode de prova<\/strong>.<\/li>\n
  • Revisar la informaci\u00f3 sobre el conveni col\u00b7lectiu aplicable<\/strong>.<\/li>\n
  • Comprovar si l\u2019empresa utilitza sistemes d\u2019intel\u00b7lig\u00e8ncia artificial o sistemes automatitzats<\/strong> que puguin afectar les persones treballadores i, en aquest cas, preparar la informaci\u00f3 corresponent.<\/li>\n
  • Revisar la documentaci\u00f3 relativa a igualtat, conciliaci\u00f3 i prevenci\u00f3 de l\u2019assetjament<\/strong>.<\/li>\n
  • Establir un procediment per comunicar per escrit qualsevol canvi en les condicions laborals<\/strong>.<\/li>\n
  • Assegurar que es pot acreditar el lliurament de la informaci\u00f3<\/strong> a la persona treballadora.\u00a0<\/strong><\/li>\n<\/ul>\n

    \"\"<\/p>\n

    A RM Assessors<\/strong> t\u2019ajudem a analitzar com afecta aquesta nova normativa a la teva empresa, revisar la documentaci\u00f3 laboral i adaptar-la a les noves obligacions.<\/em><\/h5>\n
    Si tens dubtes sobre els canvis o vols preparar la teva empresa per a l\u2019entrada en vigor del Reial decret 723\/2026, posa\u2019t en contacte amb el nostre servei d\u2019assessorament laboral.<\/em><\/h5>\n","protected":false},"excerpt":{"rendered":"

    El 5 d\u2019octubre de 2026 entra en vigor el Reial decret 723\/2026, de 9 de setembre, que amplia la informaci\u00f3 que les empreses han de facilitar per escrit als treballadors sobre les seves condicions laborals. Per a les empreses, aix\u00f2 implica revisar els models de contracte i la documentaci\u00f3 informativa que es lliura a les […]<\/p>\n","protected":false},"author":20,"featured_media":15204,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[21,11],"tags":[3525,3523,3524],"class_list":["post-15282","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-butlleti-mensual","category-laboral","tag-directiva-europea-laboral","tag-noves-obligacions-laborals","tag-obligacions-informacio-treballadors"],"acf":[],"yoast_head":"\nNova informaci\u00f3 laboral: qu\u00e8 han de revisar les empreses abans del 5 d\u2019octubre? | RM Assessors<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.rm-assessors.cat\/en\/nova-informacio-laboral-que-han-de-revisar-les-empreses-abans-del-5-doctubre\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Nova informaci\u00f3 laboral: qu\u00e8 han de revisar les empreses abans del 5 d\u2019octubre? | RM Assessors\" \/>\n<meta property=\"og:description\" content=\"El 5 d\u2019octubre de 2026 entra en vigor el Reial decret 723\/2026, de 9 de setembre, que amplia la informaci\u00f3 que les empreses han de facilitar per escrit als treballadors sobre les seves condicions laborals. 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