Paternity Leave Spain: Manage Remote Employees

Remote work is reshaping the global workforce, and Spain is at the forefront of this shift. With a 22% increase in remote work adoption—the highest in Europe—and nearly 12% of its workforce now fully remote, Spain is quickly becoming a top destination for remote professionals. This trend is supported by initiatives like the Digital Nomad Visa, which offers non-EU remote workers a chance to live and work in Spain under favorable conditions.

For international employers, especially those in the tech sector, Spain’s rapidly growing remote workforce presents a unique opportunity. However, it also brings challenges, particularly in managing employee benefits like paternity leave while staying compliant with local labor laws.

At Jackson & Frank, we understand that effective paternity leave management isn’t just about compliance—it’s about building trust. In remote work environments, where the balance of work and life is more nuanced, a thoughtful paternity leave policy reflects an organization’s true culture and care for its people.

In this guide you will learn how to deal with paternity leave for remote employees situated in Spain and more importantly how to do so in a way that creates trust and assures that all legal requirements are met.

Paternity leave in spain is the most progressive in Europe, granting fathers 16 weeks of fully paid leave, which can be taken all at once or spread out over the first year after the child’s birth or adoption. Studies show that 75% of fathers take paternity leave when the mother is also at home.

Remote workers, especially in the tech industry, must follow Spanish Social Security law and be part of the Social Security scheme even if they work for a Spanish company from another country.

Recent changes to the law aim to treat mothers and fathers fairly by allowing them to take as much parental leave as they need. This is a big step in supporting shared parenting.

As an HR leader, you should keep an eye on these changes to make sure your remote colleagues can benefit from them.

Employee notification process

Employees must inform HR at least 15 weeks before the expected birth date, outlining the due date, start date of leave, and duration. For adoption or surrogacy cases, additional documentation like a letter from the adoption agency may be needed.

Although not always legally required, submitting notice in writing is recommended to keep records clear.

Role transition planning

HR should identify temporary replacements or reassign responsibilities within the team to ensure smooth operations while the employee is on leave.

Our Employee handover checklist guides employees through documenting project statuses, key contacts, and decision-making guidelines. The Manager handover checklist ensures that interim coverage is planned effectively, tasks are delegated clearly, and there’s minimal disruption to team workflows.

These structured handover documents help maintain continuity and clarity, preventing gaps in communication and keeping projects on track.

Communication strategy

Establish communication preferences before the leave (e.g., whether the employee prefers to stay updated). During leave, only share critical updates via a preferred channel, respecting personal time.

Upon return, a return-to-work meeting helps the employee reintegrate smoothly.

Handling operations during paternity leave requires strategic planning to maintain workflow and team productivity. While the employee’s absence is understandable, the company must ensure smooth continuity.

Monitoring workload distribution

Tools like Trello or Asana help balance tasks when someone is on leave. These platforms ensure progress tracking and prevent work overload by offering clear visibility of who’s handling what.

Regular check-ins with team members

Regular communication, like weekly virtual check-ins, ensures that tasks are on track. It also allows team members to voice concerns early, preventing potential issues before they escalate.

Maintaining team morale

Recognize the team’s effort during the added workload. Small gestures of appreciation can uplift morale and maintain a culture that promotes collaboration and balance.

Legal compliance

Adhering to paternity leave laws, such as those in Spain , is crucial. Maintaining accurate records and ensuring compliance with regulations not only safeguards the company but also reassures the employee.

Successfully reintegrating an employee after paternity leave is essential for maintaining workplace productivity while accommodating the new dynamics at home.

Phased return plan

Implement a phased return to ease employees back into their roles. Consider offering reduced hours or flexible schedules for the initial weeks. Options like hybrid work can help new parents balance responsibilities while gradually increasing their workload. This approach, recommended by the CIPD, promotes a supportive and productive transition.

Re-engagement with projects

Plan a catch-up session to update the employee on project developments, key changes, and current priorities. Adjust assignments to match their capacity during the early stages to prevent overload. This ensures a smooth reintegration and maintains business continuity.

Feedback mechanism

Establish a feedback loop for the returning employee to share their leave experience. This input is crucial for improving future paternity leave processes and demonstrates the company’s commitment to employee well-being.

• Handover checklists:
  • For employees: Guide for employees to ensure a smooth transition of tasks and responsibilities before leave.
  • For managers: Checklist for managers to manage interim coverage, delegate tasks, and maintain project continuity.
• Guides:
  • Understanding spain’s paternity leave
  • How to apply for paternity leave in Spain: step-by-step guide