Reducing working hours is a measure that allows employees to work fewer hours while maintaining an active employment relationship and has become a key issue in the Spanish labor market. More and more people value this model as a way to improve work-life balance, well-being, and the equilibrium between personal and professional life.
Understanding how reduced working hours work and how they impact working conditions is essential for making decisions aligned with your career path. At Eurofirms, we help people find companies that match their desired working conditions, supporting them in their search for a job that suits their needs and well-being.
What is a reduction in working hours?
A reduced work schedule is a mechanism that allows employees to decrease the number of hours they dedicate to their professional activity while maintaining their contractual relationship with the company. This reduction can be applied to the daily, weekly, or annual work schedule and, in most cases, responds to needs related to work-life balance, family care, or the pursuit of a better work-life balance.
Understanding what a reduced work schedule entails is crucial. It's not simply about working fewer hours, but rather a different way of organizing working time and working conditions. Its implementation can influence aspects such as salary, task distribution, and team planning, which is why it's important to understand how it works and in what situations it can be requested before making a career decision.
How does the reduction of working hours work in Spain?
The reduction of working hours in Spain is not applied uniformly across all sectors or to all workers. In the public sector, the gradual implementation of a 35-hour workweek began in April 2016, without any impact on salary, representing a significant change in the organization of working time within the public administration.
In the private sector, reduced working hours are not yet generally mandatory and depend largely on collective bargaining agreements or agreements between companies and employees. Even so, this new scenario is prompting many organizations to rethink their working conditions, incorporating more flexible models and talent management that considers well-being, work-life balance, and genuine employee fit.
The reduction of working hours and salary
The reduction of working hours and salary are usually directly related, since, in most cases, working fewer hours implies a proportional decrease in pay. This means that salary is adjusted according to actual working time, except in specific situations regulated by law or collective agreements that maintain the economic conditions.
Understanding how a reduced work schedule affects salary is key before making a decision. Beyond the financial impact, many people value this model as an investment in well-being, work-life balance, and quality of life. Therefore, it’s important to analyze not only the salary but also the gains in terms of personal balance and professional sustainability.
Reduction of working hours and types of contracts
The reduction of working hours and the types of contracts are closely linked, as this arrangement can be applied to both permanent and temporary contracts, and can also lead to part-time contracts. The key lies in how the working hours are formalized and in the conditions agreed upon between the company and the employee.
Understanding the relationship between reduced working hours and employment contracts helps in making more informed career decisions. Choosing one type of contract over another not only defines the number of hours worked, but also aspects such as stability, flexibility, and alignment with personal needs. In this context, effective talent management considers both the contractual model and each individual’s expectations to create more balanced and sustainable working relationships.
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Types of reduction of working hours
The types of reduced working hours can vary depending on the reason, personal circumstances, and the agreement reached with the company. Not all reductions address the same need or have the same impact on working conditions, so it's important to understand the different options before requesting one.
Understanding the different types of reduced working hours helps identify which one best suits each stage of life and career. Some are linked to legally recognized rights, while others depend on voluntary agreements that reflect more flexible work models and a people-centered approach to employment.
Reduction of working hours for childcare or care of family members
Reducing working hours to care for children or family members is one of the most common options and is designed to facilitate work-life balance in situations of family responsibilities. It allows employees to reduce their working hours to care for children or dependents, while maintaining their employment relationship with the company.
This type of reduced working hours for childcare or eldercare typically involves a proportional salary adjustment and a reorganization of the work schedule, but it provides stability and security during periods when work-life balance is paramount. It is a particularly valued option in work environments that prioritize more humane and sustainable conditions.
Reduction of working hours for work-life balance
Reducing working hours for work-life balance responds to the need to harmonize work with other areas of life, such as education, health, or personal well-being. It is not always linked to caring for family members, but rather to a more flexible way of organizing working time.
Choosing a reduced work schedule for work-life balance allows employees to adapt their professional pace to their personal circumstances, promoting job security without sacrificing career development. Increasingly, companies are considering these types of measures as part of a talent management strategy focused on well-being and long-term sustainability.
Voluntary reduction of working hours agreed with the company
The voluntary reduction in working hours agreed upon with the company is based on a pact between both parties to adjust the number of hours worked according to the needs of the business and the employee. It is not in response to a specific cause, but rather an agreement that seeks flexibility and balance.
This type of voluntary reduction in working hours, agreed upon with the company, is common in organizations that prioritize more flexible work models and labor relations based on trust. When well-planned, it can become a solution that improves motivation, commitment, and the fit between the individual and the company.
Rights and obligations in a reduction of working hours
The rights and obligations involved in a reduced work schedule are a key aspect to consider before requesting or accepting it. Reducing working hours not only implies an adjustment to the schedule, but also an adaptation of working conditions, work organization, and the responsibilities of both parties.
Understanding your rights as an employee and what your employer can demand when you reduce your working hours allows you to make informed decisions, avoid conflicts, and ensure a balanced working relationship. This knowledge is especially important in a context where work-life balance, flexibility, and talent management focused on well-being are increasingly valued.
Workers' rights
Employees’ rights during a reduced work schedule include, first and foremost, maintaining their contractual relationship with the company and protection against arbitrary decisions. Reducing working hours should not result in a loss of basic labor rights or unequal treatment compared to other members of the team.
Furthermore, the employee has the right to have the reduced working hours implemented under the agreed terms, with clarity regarding the schedule, duties, and proportional compensation. Having transparent information and a clear framework promotes stability, work-life balance, and a fairer work experience, aligned with people-centered work models.
What can the company demand in a reduction of working hours
What a company can require in a reduced work schedule is related to ensuring business continuity and efficient work organization. The company may request clear planning of the reduced hours, proper execution of assigned tasks, and achievement of objectives linked to the agreed-upon working time.
It is also reasonable for the company to adjust tasks, responsibilities, or shifts to adapt to the new work schedule, always with respect and proportionality. When there is dialogue and a trust-based approach, a reduction in working hours can become a beneficial solution for both parties and a demonstration of more flexible and sustainable talent management.
Advantages and disadvantages of reducing working hours
The advantages and disadvantages of reducing working hours should be carefully considered before making a decision. Working fewer hours can bring clear improvements to quality of life, but it also implies changes in working conditions that should be assessed with perspective and realism.
Understanding both the benefits and the considerations of reducing working hours helps in making decisions more aligned with personal and professional needs. It's not just about cutting hours, but about finding a sustainable work model that fits each stage of life and each company's approach to employment.
Benefits of reducing working hours
The benefits of reducing working hours are closely linked to well-being and work-life balance. Having more personal time allows for a better balance between work, family life, training, and rest, which has a positive impact on motivation and job satisfaction.
Furthermore, reducing working hours can foster greater concentration and better time management. In many cases, working fewer hours leads to more efficient task management and contributes to healthier working relationships, where performance is measured not only in hours but also in value contributed.
Things to consider before requesting a reduction
Considering the factors before requesting a reduction in working hours is key to avoiding hasty decisions. The first is the economic impact, since reducing hours usually implies a proportional adjustment in salary, something that should be analyzed calmly and with foresight.
It’s also important to consider how a reduced work schedule might affect work organization, job responsibilities, and professional development opportunities. Discussing this with the company, understanding the available alternatives, and analyzing the medium- and long-term fit allows for a more informed decision, aligned with balanced and sustainable talent management.
How does reducing working hours impact well-being and career development?
The impact of reduced working hours on well-being and career development is reflected in better time and energy management. Working fewer hours can help reduce stress, improve work-life balance, and create a more balanced and sustainable work experience.
At a professional level, when reduced working hours are properly integrated, they don't have to hinder development or growth opportunities. More and more organizations understand that offering flexible working conditions is part of people-oriented talent management, where value is measured by contribution and not just by the number of hours worked.
From our experience supporting people at different professional stages, we see how these types of measures directly influence motivation and the long-term sustainability of careers.
What types of companies offer the best working conditions
Companies that offer better working conditions tend to share a similar understanding of work and relationships with people. Beyond the specific sector, these are organizations that prioritize flexibility, work-life balance, and a time management approach focused on results, not just physical presence.
Identifying which companies offer the best working conditions involves considering both the work model and the internal culture. Factors such as flexible hours, the ability to adapt the workday, and trust in the teams often make a difference in the work experience and long-term well-being.
Sectors with greater flexibility in working hours
Sectors with the most flexible working hours tend to be those where work organization allows for greater autonomy and planning. Areas such as technology, professional services, customer service, the administrative sector, and certain industrial and logistics environments have moved towards more adaptable models, incorporating reduced working hours, flexible shifts, or hybrid arrangements.
In these sectors, flexible working hours respond both to market trends and to a genuine need to attract and retain talent. The ability to offer working conditions tailored to individuals has become a key element in a more modern and competitive talent management approach.
Company culture and flexible working models
Company culture and flexible work models are key to providing good working conditions. Organizations that put people first tend to prioritize agreements based on trust, responsibility, and work-life balance.
When a culture is aligned with these values, reduced working hours and other flexible work arrangements are integrated naturally, without hindering professional development. This cultural fit fosters more stable working relationships, more committed teams, and work environments where well-being is an integral part of the talent management strategy.
Find a job with reduced working hours that suits you
Finding a part-time job that suits you involves looking beyond the number of hours and analyzing the overall working conditions. Not all part-time arrangements offer the same level of flexibility, stability, or opportunities for professional development, so it's crucial to consider the type of company, the sector, the work model, and the organizational culture.
Finding a job with a schedule that fits your personal and professional needs is part of conscious talent management, where well-being, work-life balance, and medium-term goals are truly valued. Having clear information and support throughout this process makes it easier to find opportunities aligned with what each person is looking for at this stage of their career.
At Eurofirms we help you find companies that align with your working conditions
At Eurofirms, we help people find companies that align with their working conditions , expectations, and current life stage. We understand that reducing working hours is not just about hours worked, but also about well-being, work-life balance, and a medium- and long-term career plan.
From our perspective on talent management, we guide each individual to identify the type of work schedule, company, and environment that best aligns with their needs. Because when work adapts to the individual, the impact is positive both on their daily life and their professional development.
We'll help you find the professional fit you're looking for
At Eurofirms, we’ll guide you to find the professional fit you’re looking for , listening to your needs and understanding what you expect from your next career step. It’s not just about filling a vacancy, but about finding an opportunity that aligns with your circumstances, your pace, and your personal and professional goals.
Our support goes beyond a simple selection process. We analyze the type of work schedule, the company culture, and the real possibilities for work-life balance to help you make informed decisions aligned with your well-being and career path.
Working conditions, well-being and professional development
Working conditions, well-being, and professional development are closely linked. That’s why at Eurofirms we work to connect people with companies that offer the working conditions they’re looking for.
At Eurofirms, we believe that effective talent management puts people first and fosters more humane and sustainable working relationships that align with each organization’s values. Supporting you on this journey is part of our mission: to help you find a job that’s right for you, now and in the future.