Alhama de Granada approves the remote work regulations for its municipal staff

The City Council of Alhama de Granada has definitively approved the Teleworking Regulatory Regulations, which reserve one non-presential workday per week and four presential workdays for all municipal civil service and contractual staff. The approval was formalized through Decree No. 1122/2026, dated September 23, 2026, and is published in the Official Gazette of the Province of Granada No. 191, dated October 2, 2026, with the reference BOP-GRA-2026-191011.

The file, processed under number 1220/2026, was initially approved by the Plenary in an ordinary session on July 23, 2026. The announcement of public exhibition was published in the Official Gazette of the Province of Granada No. 150, dated August 6, 2026, and the text remained available to interested parties for thirty business days on the notice board and on the Transparency Portal of the municipal electronic office. The certificate from the General Secretariat, dated September 21, 2026, certifies that no claims or allegations were submitted, which allowed for definitive approval due to the absence of allegations. The decree is signed by the mayor, Jesús Ubiña Olmos, dated September 25, 2026.

The regulation is based on the regulatory and self-organization powers that Article 4 of Law 7/1985, of April 2, Regulating the Bases of the Local Regime, attributes to local administrations, and develops the right to reconciliation recognized in Article 14 of the recast text of the Law of the Basic Statute of the Public Employee, approved by Royal Legislative Decree 5/2015, of October 30. The regulation also invokes the European Framework Agreement on Telework, signed in Brussels on July 16, 2002, and Article 47.bis introduced by Royal Decree-Law 29/2020, of September 29.

One non-presential day and up to one year in duration

Article 8 distributes the weekly workday into one day of service from the home or designated location and four days of presence at the workplace, although exceptionally, a greater number of non-presential days may be authorized. The authorization is voluntary and has a maximum duration of one year from the start date set in the resolution, extendable for equal periods as many times as requested; if no contrary manifestation is made upon expiration, it is understood to be automatically extended.

Due to duly justified service needs, the City Council may require presence at the center with a minimum notice of 72 hours, a period that is reduced to 24 hours in exceptional cases. The authorization is suspended for all personnel in the event of a strike call.

Requirements and preference criteria

Remote work may be requested by active personnel with at least six consecutive months of seniority in their position, who perform tasks capable of being carried out remotely and possess the required computer skills and means of communication. Functions involving registration and in-person citizen service, as well as those that can only be guaranteed through physical presence, are excluded.

When requests from the same organic unit exceed those that can be authorized, Article 12 establishes the following order of preference:

• Group 1: employees who are victims of gender-based violence, personnel with disabilities and reduced mobility, personnel recovering from very serious illness or oncological treatments, and pregnant employees.
• Group 2: care of children from 0 to 3 years old, relatives up to the second degree with disabilities, dependency or serious illness, and single-parent families.
• Group 3: care of children from 3 years and one day to 14 years.
• Group 4: the rest of the personnel.

Group 1 has preference as a tie-breaking criterion and, among applicants from groups 2, 3, and 4 of the same unit, a mandatory rotation system with annual periodicity is applied. If spouses, domestic partners, or stable couples apply, only one of them may be authorized.

Procedure, means, and monitoring

Requests are submitted through the municipal electronic office according to the model in Annex I and are addressed to the Mayor’s Office; processing is the responsibility of the Human Resources Area and authorization is granted by the mayor or the councilor delegated in personnel matters. The competent body must issue a proposed resolution within ten business days and issue a reasoned resolution within a maximum period of one month; silence shall have the effect of a rejection.

The City Council will provide, depending on budget availability, computer equipment, an email account, applications, a secure remote teleworking solution, and consumables, while the internet connection is the responsibility of the employee. The technical requirements of Annex IV require a VPN, a connection of at least 20 megas, a card reader, 2 gigabytes of RAM, and 80 gigabytes of hard drive. A transitional provision sets a three-year period for the Administration to provide the computer equipment.

The regulation creates the Technical Commission for the Monitoring of Remote Work, attached to the competent governing body for personnel matters, which will meet at least semi-annually to evaluate incidents, develop satisfaction questionnaires, and propose improvement measures.

The entry into force of the regulation provides the City Council of Alhama de Granada with a stable framework to organize the remote work of its staff, with rules regarding duration, time tracking, and preference that had not been established until now. The text will be incorporated into the Transparency Portal of the municipal electronic office, and a contentious-administrative appeal may be filed against the final approval before the Contentious-Administrative Chamber of the High Court of Justice of Andalusia in Granada within two months from the day following its publication.

Source: Official Gazette of the Province of Granada, no. 191, of October 2, 2026, Local Administration section, pp. 36-51 (official reference: BOP-GRA-2026-191011).