HR Electronic Records

Spain - Electronic Signature

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What is an Electronic Signature?


An electronic signature is a technical process logically associated with a document which two (or more individuals or organizations (the signatories) agree to rely on in order to express their intent to sign.

Three components are necessary: a document, a signatory and an e-signature tool. While the tool most commonly used for handwritten signatures is a simple pen, electronic signature tools are more complex. 


The term "electronic signature" is a broad category that encompasses many types (or levels) of electronic signatures. Depending on the country it is used in, there are differences in purpose, technical implementation, legal and cultural acceptance of electronic signatures. 


Most civil law countries (including the EU and most countries in South America and Asia) support a “tiered” approach with higher levels of signature called digital or qualified electronic signatures.

Most common law jurisdictions (US, Canada, Australia, etc.) are typically more technology-neutral.  

In addition, specific industries (e.g. healthcare or banking) or specific documents (e.g. marriage or adoption contracts) often require a higher level of e-signature or handwritten signature.


What are the laws and regulations in Spain?


On July 1, 2016, Regulation (EU) No 910/2014 on electronic identification and trust services for electronic transactions in the internal market (the “eIDAS Regulation”) came into force and replaced the former EU Directive on electronic signatures (1999/93/EC). The eIDAS Regulation, directly applicable in the European Union brought uniformity - and much needed clarity - among the EU member states’ local legislations on electronic signatures. Spain has legally recognized electronic signatures since 2003 through the Spanish Act 59/2003 dated December 19, 2003. Act 6/2020 of November 11, 2020 on certain aspects of electronic trust services repealed and replaced Act 59/2003.

Employment agreements in Spain must be in writing in certain circumstances, including when requested by an employee and for specific types of employment: internships, trainings/apprenticeships, part-time contracts, permanent seasonal contracts, relief contracts, contracts for the performance of specific work or services with a duration of more than 4 weeks, contracts for workers who work remotely and those hired in Spain by Spanish companies with a foreign registered seat (Royal Legislative Decree 2/2015, of 23 October, of the Workers Statute (modified by Royal Decree-Law 32/2021, of 28 December on urgent measures for labor reform, the guarantee of employment stability and the transformation of the labor market) Act 10/2021, of July of Remote Work, and the Royal Legislative Decree 5/2000, of 4 August 2014, on infractions and sanctions in the social order).

There is no legal requirement that signatures on written employment contracts must be executed in ink or other format. 


Is an electronic signature valid in Spain?


Yes! Not only e-signatures are valid ... ... But they are actually more secure

Under eIDAS, a valid electronic signature may be "simple", advanced or qualified. All three levels of signature are legally valid and defensible in court.

However, the probative value (ie. how easily the validity of the signature can be proven in court) will vary depending on the type (or level) of electronic signature as illustrated by the graph below.

E-signatures almost always offer higher guaranties than handwritten signatures, regardless of the level of the e-signature being used:

- the evidence trail associated with superior electronic signature tools will allow defendant to prove the validity of the signature.

- the use of time-stamping and encryption technologies will provide a much higher level of confidence in the integrity of an electronically-signed document compared to the limited level of protection provided by a handwritten original (unless notarized).


Probative value scale


For simple and advanced electronic signatures, in case of challenge of the validity of the signature (most likely, by an employee), it is the employer’s responsibility to bring evidence of the validity of the signature.

Advanced signature solutions typically offer a more robust evidence file in that regard than simple e-signatures solutions.


What level of e-signature is recommended for HR documents?


The vast majority of HR-related documents are suitable for simple or advanced electronic signature. Simple and advanced electronic signature are recommended for documents with a risk factor ranging from low to medium. These are often external documents with limited risk and typically include employment agreements, company policies, employee handbook, performance reviews, expense report, etc. Qualified electronic signatures or handwritten signatures would only be justified in limited cases for very sensitive documents such as credit or life insurance agreements or when specifically required by law (e.g. specific healthcare documents).

HR Best Practices: Many employers elect to use different  electronic signature solutions depending on the type of  document being signed.

In Europe, customers typically use an advanced electronic signature for employment agreements as well as other HR-related agreements, and rely on a strong simple e-signature solution for other less sensitive HR documents such as policies and performance reviews.

However, this decision also depends on an employer’s internal culture and its level of risk-adversity.


UKG's HR Compliance Assist team relies on a network of internal and external compliance experts and lawyers to provide clients with best practices and recommendations on topics such as HR document retention, employee data privacy, and HR electronic records. HR Compliance Assist also provides local compliance monitoring and alert services in select countries where UKG's customers have employees. HR Compliance Assist is a service exclusively available to UKG customers.

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