This qualitative change is complemented by a strengthening of capabilities. The Government announced the addition of 554 inspectors and sub-inspectors and a technological investment of €28.5 million (including tools for fraud detection and digital evidence), within the 2025-2027 strategic framework.
At the same time, the agency itself has released figures that help explain why the goal of exceeding one million inspections is being discussed: in October 2025, it was publicly reported that more than 850,000 inspections had already been carried out that year, and at the end of 2025, a report was published showing “more than 1 million inspections.” With this recent precedent, and with the implementation of the 2025-2027 plan, 2026 is expected to maintain (or surpass) this level of activity.
A more digital and evidence-based inspection model
The plan makes it clear that technology is not an accessory: the aim is to increase efficiency and the volume of actions without relying solely on increasing human resources, while also replacing paper with electronic procedures and moving towards e-government.
This changes the "I'll prepare when the inspector arrives" approach. In an environment of massive data cross-referencing, the detection of red flags can begin before the visit: inconsistencies between contracts and social security contributions, signs of actual working hours exceeding those declared, or patterns of irregular use of contractual arrangements. The plan itself contemplates intensifying actions based on new detection rules derived from massive data cross-referencing, with both "crash plans" and routine procedures.
Temporary contracts, fixed-term contracts and probationary periods under scrutiny
One of the explicit focuses of the plan is controlling fraud in hiring and, in particular, the misuse of fixed-term intermittent contracts when the intermittent or seasonal conditions required by labor law are not met. In such cases, regularization is prioritized, both through emergency plans and standard procedures.
Monitoring the irregular termination of permanent contracts during the probationary period is also considered a priority when this is used repeatedly or to circumvent the permanent nature of the contract and the associated severance pay. In practice, this puts pressure on selection processes, onboarding, documented reasons for failure to pass the probationary period, and the traceability of decisions.
The direct implication for companies and HR departments is straightforward: documentation must "tell the same story" as the data (calendars, shifts, recorded work hours, contracts, communications, and social security contributions). With inspections supported by analytics and evidence, internal consistency becomes a key defense.
Working hours, timekeeping and overtime as a critical point of sanction
The obligation to record working hours remains a central aspect of labor control. Royal Decree-Law 8/2019 modifies the framework for regulating this record-keeping, stipulating that companies must retain these records for four years and that they must be available to legal representatives and labor inspectors.
The ministerial guide on working hours registration also emphasizes that the registration applies generally to all employees (including, for example, remote workers) and must include the start and end times of the workday. The system must provide reliable and tamper-proof information and must respect privacy and data protection rights when using digital means or geolocation.
The strategic plan for labor inspectors itself anticipates a stricter technical approach to recording: it mentions a “digital and interoperable system” promoted by the government as particularly relevant and foresees proposing regulatory changes to working hours registration to guarantee the integrity and authenticity of the information.
The economic dimension of the risk is clear. According to published data on enforcement activity, in 2024, €20.19 million in fines were imposed for violations related to working time, with specific amounts for non-compliance with timekeeping regulations and for excessive working hours or overtime.
If inspection pressure increases in 2026, the "weak link" is usually the same: records that do not reflect reality (breaks, time off, overtime), inconsistent documentation, and a lack of traceability (who records, when, how it is corrected, and why). Therefore, anticipating these issues is not just about "having a record," but about being able to defend its reliability and consistency with the actual work performed.
Equality, non-discrimination and artificial intelligence in people's decisions
The plan also raises the bar on equality. It explicitly includes verification of compliance by companies required to develop and implement an equality plan and the monitoring of equal pay (equal pay for work of equal value), in addition to actions related to sexual harassment and discrimination based on sex.
The qualitative innovation is the explicit incorporation of the impact of new technologies on equality and non-discrimination. The plan warns of the risk of discriminatory biases when decision-making is influenced by AI or algorithms (for example, in selection, evaluation, or shift assignments) and establishes that inspections will pay special attention to the absence of bias, and may rely on specialized technical knowledge.
This compels companies to look beyond simply “complying with the plan on paper”: by 2026, true preparedness involves reviewing processes (and tools) that could generate indirect discrimination, and documenting controls, criteria, and human oversight when automated or algorithm-assisted decisions are involved.
Occupational health and safety, sectors with accident rates and emerging risks of teleworking
In terms of prevention, the plan establishes permanent action plans for occupational safety and health, adapted to the evolution of accident rates, with planned inspections in sectors and companies with the highest rates. It also strengthens accident investigations (including serious and fatal accidents) and includes monitoring and enforcement of employer obligations such as health surveillance and risk identification and assessment.
Furthermore, the strategy incorporates a "transitions" approach (climate, demographic, and digital) in which the digital transition expressly includes teleworking and platform work. This directly addresses the reality of many SMEs and service providers: assessing remote job risks, using monitoring technologies without infringing on rights, and consistently providing training and documenting preventive measures.
How recording working hours with Timenet helps to anticipate
In a context of increasingly digital and evidence-based inspections, the time tracking system must facilitate two things: compliance and responsiveness (reporting, traceability, and record availability). Our Timenet system offers a modular solution for time tracking and attendance monitoring, accessible from internet-connected devices, with options such as real-time monitoring, geolocation of clockings and clock-ins, and specific modules for managing time tracking and overtime.
This approach aligns with what the inspections identify as a priority: records that are consistent with reality and easily verifiable. Furthermore, if the regulatory framework is geared towards integrity, authenticity, and interoperability, preparing with digital systems that leave a trace and allow for the orderly extraction of evidence is a proactive, not merely cosmetic, decision.
As an internal proactive strategy, a pre-2026 review typically works best when it focuses on "inspection-ready" documentary evidence in four key areas: hiring (especially temporary, fixed-term, and probationary periods), working hours and overtime (daily records and their consistency), equality (plans and processes, including those supported by technology), and occupational health and safety (assessments, training, health surveillance, and teleworking measures). This approach aligns with the priorities outlined in the 2025-2027 plan and with the most significant sanctioning outcomes published in recent years.