The powerful Kristin storm that hit Spain has become a test not only for public services but also for labor relations. With roads closed and weather warnings reaching red alert, thousands of workers and employers found themselves forced to urgently rethink familiar work arrangements. For many families and businesses, this is not just an inconvenience—it concerns safety, income, and even legal risks.
In recent days, various regions across the country have been hit by snowfall, gale-force winds, and heavy rain. Authorities are issuing orange and red danger levels, and the transport infrastructure is partially paralyzed. Under these circumstances, Spanish labor law provides for special measures that must be implemented immediately. Employees gain the right to adjust their schedules, while companies have a duty to ensure safety, even if it means halting production.
Workers’ rights
When weather conditions become hazardous, employees may request shorter or modified working hours. The law allows them not to go to work if the route to the office or workplace is dangerous or impassable. This applies whenever an orange or red alert is declared. In such cases, the priority shifts from meeting targets to safeguarding life and health.
In Spain, employees are granted up to four days of paid leave if they are unable to reach work due to weather-related disasters. If the situation does not improve, this period can be extended until the threat is fully eliminated. Workers are not required to risk their safety just to be present at work—this is enshrined in law.
Corporate Responsibility
Employers operate under a special regime during such events. They must inform staff about risks, implement safety measures, and, if necessary, halt operations entirely. Employee representatives can initiate a work stoppage if the threat is evident. Ignoring these requirements carries serious consequences—from fines to temporary closure of the business.
If the weather emergency persists, companies can activate the temporary contract suspension mechanism (ERTE) due to force majeure. This allows employers to pause work without laying people off, maintaining employees’ labor rights and seniority. Such a policy protects both businesses and staff from financial losses and disputes.
Ban on Sanctions
The law explicitly prohibits any disciplinary measures against employees who exercise their right to safety. Fines, reprimands, or pay cuts are not allowed if someone fails to come to work due to a weather threat. This applies both to reduced shifts and to full absence from the workplace for justified reasons.
In case of violations, employees can seek protection of their rights, and companies risk not only reputational damage but also significant financial losses. As extreme weather events become more frequent, such guarantees take on special importance for millions of Spaniards.
Changes in everyday life
Storm Kristin prompted a rethinking of traditional work practices. Many businesses faced, for the first time, the need to urgently switch employees to remote work or completely halt production. For workers, this is a chance not only to protect their health but also to maintain their income in a challenging situation.
In cities where the storm disrupted transportation, employers are forced to seek new solutions: from flexible schedules to temporary office closures. On social media, people discuss how attitudes toward work and safety may change after such events. It is possible that the experience with Kristin will lead to long-term changes in labor legislation and corporate culture.
