Commuting Plans and Collective Bargaining

Law 9/2025 on Sustainable Mobility introduces new obligations for companies and strengthens the role of collective bargaining in matters of commuting to work. In an article published in Factor Humano, Enrique Ceca and Blanca Liñán analyze the social and labor implications of this law and emphasize that “the imposition of specific obligations on workplaces of a certain size, the establishment of a demanding timeline, and the creation of a duty to negotiate with the RLPT position mobility as a new focal point of labor relations.”

Experts explain that the law requires certain workplaces to implement Sustainable Commuting Plans, with measures that may affect aspects such as the organization of work schedules, telework policies, or employees’ commuting conditions. They also emphasize that “the development and modification of these plans must be negotiated with the RLPT,” which entails a genuine negotiation process rather than a mere obligation to provide information or seek consultation.

Finally, Enrique Ceca and Blanca Liñán note that affected companies must have their plans negotiated, approved, and implemented by December 5, 2026, and conclude that sustainable mobility “thus ceases to be a secondary consideration and becomes a legal obligation with a clear labor and collective dimension.”