Labour inspections in Barcelona

The Inspectorate in Catalonia

In Catalonia, labour inspection powers are exercised by the Inspecció de Treball de Catalunya, while some Social Security matters remain with the state Inspectorate. Knowing who is acting, and on what, shapes the response.

Inspections may stem from a complaint, a planned campaign or a referral from another body. They can cover hiring, working time and time recording, pay, health and safety, equality or Social Security.

Facing a request or a visit

The first step is to read the request carefully: what is asked for, for which period and by when. Channelling communication through one person and keeping copies of everything submitted avoids contradictions.

Records must never be altered and documents must never be backdated. Where there are inconsistencies, they are explained transparently and, where appropriate, corrected going forward.

Appearances and infringement reports

If the company is summoned, I prepare the appearance: documentation, an explanation of the facts and answers to likely questions. Having support at that moment brings confidence and order.

If an infringement report is issued, there is a period to file objections and, later, appeals against the penalty decision. Reviewing the report calmly helps assess whether it has defects, whether the facts are accurately described and whether the grading is appropriate.

Turning it into improvement

An inspection often reveals weaknesses worth fixing: working-time policies, contracts, protocols. Once it is closed, I propose concrete measures to reduce future risk.

Experience in large organisations helps in understanding how these processes run when several sites or departments are involved.

Areas currently drawing attention

In recent years, inspections have focused particularly on time recording and overtime, temporary hiring following the labour reform, equal pay and equality plans, psychosocial risks and the correct classification of working relationships as employment. Reviewing these areas preventively reduces the likelihood that an inspection ends in a penalty.

An internal review before any request arrives allows weaknesses to be found and corrected calmly, without the pressure of a deadline.

Penalties and consequences

Infringements are classified as minor, serious or very serious and graded according to legal criteria. Besides fines, some inspections can lead to assessments of unpaid contributions, benefit surcharges or orders to correct practices. Understanding the real scope of the possible consequence helps decide whether to accept, correct or appeal.

Types of inspection activity

Labour Inspectorate activity can start with an unannounced visit to the workplace, a written requirement to appear at the Inspectorate's offices with documentation, or an electronic request for documents. It can arise from a complaint, a planned campaign or a cross-check of data. Knowing the origin helps to understand what the inspector is likely to focus on, even though the scope can widen once the review starts.

Preparing the documentation

Inspectors commonly ask for employment contracts, payslips, social security registrations, the time-recording register, the risk prevention plan and, where applicable, the equality plan and salary register. Reviewing these documents before the appointment allows errors to be identified and, where possible, corrected or explained. Presenting organised, complete documentation sets the tone of the procedure.

If the inspector issues a requirement to correct something within a deadline, complying in time often ends the matter without a sanction.

If an infringement report is issued

An infringement report proposes a sanction, but it is not final. The company can submit written allegations within the deadline indicated, usually fifteen working days, presenting evidence and arguments. The report's description of the facts has a presumption of accuracy, so allegations must be precise and supported by documents.

Later, the resolution imposing a sanction can also be challenged administratively and, in some cases, before the courts. Each stage has its own deadlines.

Social security consequences

Some inspections end with settlement reports for unpaid social security contributions, for example when a worker was not registered or contributions were calculated on a lower salary. These have a separate procedure and can be significant, so they deserve the same attention as the sanction itself.

Attending the appointment

When the company is summoned to appear, someone who knows the documentation and can answer factual questions should attend, accompanied by legal advice where the matter is complex. Answers should be accurate and limited to what is asked. If a document is not available on the day, it is better to say so and offer to provide it within a set period than to improvise. Keeping a note of what was requested and delivered makes it easier to follow up and to respond if a report is later issued.

What to expect from the first conversation

In our first contact you tell me what happened and what worries you. I will tell you whether any deadline requires immediate action, which documents to gather and, broadly, which routes are available. If we decide to work together, you will receive the scope of the engagement and the fees in writing before anything starts.

You do not need to have everything in order or know the legal name for your situation — that is precisely my job. The one thing that matters is not letting time slip by when deadlines are involved. I work in Spanish, Catalan and English.