Labour lawyer Virginia López has sharply criticized Spanish companies for failing to address psychosocial risks in the workplace, warning that this neglect is fueling a surge in anxiety and depression, as well as harassment among employees. Speaking on laSexta Xplica, López described a growing number of workers seeking legal help after being forced to take sick leave because of mental health issues linked to their jobs.
López said many of those affected work under what she described as "deplorable conditions," which she believes directly contribute to their deteriorating mental health. She also highlighted what she called an "alarming rate of workplace harassment," arguing that unresolved conflicts at work often result in employees falling ill, whether or not employers acknowledge the problem. Spain’s National Institute for Occupational Safety and Health (INSST) identifies excessive workloads and employment insecurity as risks, and says difficulty disconnecting from work or balancing it with personal life can also raise the likelihood of stress, anxiety, and depression.
Information from López, Spanish law requires all companies, including small and medium-sized enterprises, which make up 90% of the country's business sector, to invest in measures to prevent psychosocial risks. The INSST says employers must manage workplace prevention with factors that can affect employees’ mental health in mind. Its guidance places psychosocial risks within the wider occupational-safety structure, including risk assessment and management, as well as the prevention of harassment and violence. But, López accused many business owners of failing to meet these obligations. Addressing entrepreneurs in the studio, she challenged their reluctance to view workers as an investment rather than a cost.
The scale of the issue extends beyond individual workplace disputes. The INSST cites European evidence that around half of workers in the European Union consider stress common at their workplace, and that work-related stress contributes to approximately half of lost working days. These figures underline the wider workforce and productivity consequences associated with stress, while López’s account concerns workers who have sought legal help over mental-health problems they link to their jobs. The discussion also comes as Spain updates FPSICO, its method for evaluating psychosocial risks, and examines emerging concerns such as hyperconnectivity and workplace cyberbullying.
Her remarks sparked immediate backlash from business representatives participating in the debate, who rejected the notion that employers routinely disregard their staff's well-being. The discussion reflects broader tensions in Spain over workplace mental health, as legal requirements for risk prevention often clash with business practices and perceptions of employee welfare. The INSST and the European Agency for Safety and Health at Work have included psychosocial-risk prevention in the 2026 to 2028 Healthy Workplaces campaign, which offers training on risk assessment and conflict resolution, with a focus on healthy leadership. Spain’s program scheduled more than 20 activities from 3 October to 26 November 2026. Its agenda covers harassment and discrimination, alongside hyperconnectivity and risks associated with artificial intelligence.
Recent years have brought increased attention to mental health in Spanish workplaces, with authorities and advocacy groups calling for stronger prevention and oversight. The issue is particularly acute in small and medium-sized enterprises, where resources for prevention and support are often limited. This debate echoes other high-profile disputes in Spain's public sphere, such as the controversy surrounding the Guardia Civil's internal investigations, which also raised questions about institutional responsibility and transparency, an issue previously covered in detail in this report on government responses to internal probes.
Under Spanish law, companies are required to assess and mitigate psychosocial risks as part of their occupational health and safety obligations. Failure to do so can result in legal action and financial penalties. The INSST’s structure treats organizational conditions, including workload and job insecurity, as part of prevention planning. It also covers work-life balance, harassment, and conflict management. Despite these rules, enforcement remains inconsistent, and many workers continue to face impressive barriers when seeking support for mental health issues at work. The ongoing debate highlights the need for clearer guidelines and stronger oversight to ensure employee well-being is treated as a priority across all sectors of the Spanish economy.
