La Línea definitively approves the remote work regulations for its municipal staff

The Plenary of the City Council of La Línea de la Concepción definitively approved the Municipal Regulation Governing Teleworking in an ordinary session held on October 1, 2026, according to the agreement adopted in item 2.1 of the agenda. The regulation is published in the Official Gazette of the Province of Cádiz no. 209, of October 29, 2026, with the official reference No. 357.130, and regulates remote work for the civil service and contractual staff of the City Council and its dependent entities.

The text reaches the gazette after completing the drafting procedure: the Plenary initially approved the regulation on July 2, 2026, and subsequently submitted it to the public information process via an edict published in the BOP of Cádiz no. 139, of July 22, 2026. Within that period, a written statement of allegations was submitted, signed by Ms. Esmeralda Cano González, a career civil servant of the City Council, dated July 31, 2026. In light of the report from the Municipal Personnel Office of September 16, 2026, the Plenary fully dismissed the allegations and kept the text approved in July unaltered, considering that it already conforms to the regulatory framework and articulates a regime “consistent with the needs of the service.”

One day per week, extendable to a maximum of two

The provision of services under the teleworking modality shall, as a general rule, be one day a week, fixed stably in the authorization resolution and by mutual agreement with the head of department, who may choose between two previously established alternative days. The daily working day may not be split between in-person and remote work.

When there is sufficient availability of technological means and so is determined by a resolution of the competent body in personnel matters, the measure may be extended as a general rule up to a maximum of two days per week, with the obligation to provide services in person for at least three days. This extension does not create a vested right and cannot be applied individually by delegations. Personnel occupying service head positions shall have a limit of only one day per week.

The number of people teleworking simultaneously per unit is capped by the attached table:

• From 2 to 4 staff members in the delegation: 1 person teleworking.
• From 5 to 7 staff members: 2 people.
• From 8 staff members onwards: 3 people.

Public attention, outside the modality

The regulation expressly excludes from teleworking positions involving direct and in-person attention to citizens and those requiring continuous physical presence. The list includes beaches, gardens, maintenance of public roads, operational services, cleaning, cemetery, sports facilities, civil protection, local police and inspection, as well as public attention without the possibility of electronic management.

To access this modality, a minimum seniority of one year in the position or in similar functions is required, as well as accredited digital skills, a suitable workspace, and a commitment to comply with data protection, information security, and occupational risk prevention regulations, both via a responsible declaration. The authorization has an initial duration of one year, renewable for annual periods subject to a favorable evaluation.

Connectivity at the employee’s expense and performance control

The technological means are provided by the City Council through the Information Technology Service (SIT), but they are not assigned individually: they are assigned to each delegation or service, and their custody is the responsibility of the management. Connectivity and utility costs, including the internet connection, are borne by the worker and do not generate a right to financial compensation. The use of public networks is also prohibited.

Authorization requires a prior and favorable report from the service management, and the performance evaluation is the responsibility of that same management or, in their absence, the delegated councilor of the area. Repeated failure to meet objectives or conditions may lead to review or revocation, which will be organizational rather than disciplinary in nature and will not entitle the worker to compensation.

Monitoring Commission and entry into force

A Teleworking Monitoring Commission is created with representation from the City Council and trade union organizations, responsible for evaluating the application of the regulation, proposing improvements, and resolving incidents; a joint commission will also ensure compliance and handle cases of family reconciliation. The additional provision allows the competent body in personnel matters to establish an exceptional remote work regime in the event of health emergencies, occupational risks, or meteorological phenomena, in which cases personnel may use their own technical means voluntarily and without compensation.

The regulation enters into force the day following its publication in the BOP. The text also provides for the temporary suspension of the modality when vacations, leaves, or sick leave prevent compliance with the in-person limits of the attached table, with mandatory reinstatement until conditions are restored.

The regulation organizes non-presential work for the first time in a City Council with a large workforce and highly in-person services, and it does so with two clear signals for the municipal employee: connectivity is paid out of pocket and access is conditional upon the management’s evaluation, while public service remains protected as an in-person service.

Source: Official Gazette of the Province of Cádiz, no. 209, October 29, 2026, section I (Local Administration), pp. 6-8 (official reference: No. 357.130).