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Avoiding risks and penalties in labour matters, a great idea

Labour inspections can be uncomfortable for companies that do not have all aspects of their recruitment up to date. A mistake in the CNAE classification, or a contribution not taken into account, can be grounds for penalties or proceedings for companies.

PRAEVENTIS' prevention service involves always keeping the labor relationship with employees up to date, so that they are in accordance with current regulations. We analyze the specific situations of each company, as well as regulatory changes to avoid unexpected surprises.

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Risks and sanctions in labour matters

Contact us if you want to prepare or are in an inspection process: either sanctioning or liquidation.

How can I prepare my company for a labour, SS or ORP inspection?

First of all, we must know the sanctioning or liquidation processes. In PRAEVENTIS we have experienced personnel in the Labor and Social Security Inspection, which allows us to know the form, methods and consequences of an action of the Inspection.

With this information and a thorough understanding of the situation, the first step is prevention: not to remain passive, but to anticipate negative consequences before they materialise.

In the event of being immersed in an inspection, we accompany the company so that it is aware of the possible scenarios, and we accompany it throughout the process to eliminate or minimise any penalty or liquidation.

How does PRAEVENTIS act before a labor, SS or PRL inspection?

In the event that the inspection is underway, we carry out an analysis and diagnosis of the degree of compliance with the regulations on which the Labour and Social Security Inspectorate acts.

Secondly, we assist our clients in the proceedings initiated by the Inspectorate, participating in their management and planning from the outset.

What aspects are included in a labour inspection?

All labour inspections address one or more of these points:

Prevention of occupational hazards. Prevention plan, including its essential instruments (risk assessment and planning of preventive activity).
Health and safety. Information and training provided on health and safety.
Temporary contracts. Temporary or fixed-term employment contracts, interlinking of contracts, as well as information provided to workers on the essential elements of the contract and the main conditions for the performance of the work.
Design and implementation of the equality plan. Measures against discrimination on grounds of sex/equality.
Subcontracting. Compliance with the legal regime for outsourcing, as well as the correct collective bargaining agreement. Information provided to the legal representation of workers on outsourcing.
Social Security contributions. Determination of the contribution base: items included and excluded from contribution. In the case of the items included, their due settlement shall be verified.
Contribution for AT/EP. Contributions for accidents at work and occupational diseases (premium rates: Table I and Table II).
Voluntary collaboration. Voluntary collaboration with the Social Security in the field of AT or IT benefits.
Agreements. Collective bargaining agreements and their correct application.
Disability. Verification of the adoption of measures for the integration of disabled workers (LISMI).
Working time. Compliance with regulations and agreements on the control and recording of working hours and overtime.
Expatriates and impatriates. Verification of the requirements and deadlines for posted workers with origin or destination in Spain and their situation with regard to Spanish social security. Verification, where applicable, of special agreements.