Flexible and efficient

Improve your productivity in a collaborative workspace

As you well know, coworking spaces are collaborative spaces where professionals from different areas or disciplines meet to work and create synergies between them. Based on this premise, in IL Coworking & Legal Services We are very proud to have established a flexible meeting point with shared offices where freelancers, companies, and remote workers of all kinds come together, enabling new professional and personal opportunities, seeking spaces for connection among themselves, and fostering networking.

For that reason, we always say that IL Coworking & Legal Services It goes beyond being a mere shared office where professionals try to save costs. We addressed this very issue this April in a special space offered to us, once again by Radio Intereconomía, through the program "Negocios de Carne y Hueso" (Business of Flesh and Bone), which consolidates us as a benchmark when it comes to offering high-value strategic alternatives to professionals and business owners.

In this sense, a crucial value of our coworking space is the flexibility of its uses and the pricing system you'll have access to, so you can adapt to the option that best suits you. If not, just ask us, as we'll surely find the most appropriate solution for you.

We offer you a space in a shared and collaborative work environment, where you'll have access to tools and facilities that will facilitate your professional development. You'll also discover a space where personal relationships are fostered, with the goal of discovering new job or business opportunities. It's always a good opportunity to surround yourself with talented people and grow professionally.

All of this without forgetting the extensive catalog of complementary services we offer, including our efficient call and email reception service; corporate and tax domiciliation; tax, labor, and accounting management services; legal advice, and more.

Do not hesitate to count on the flexible offices and value-added services of IL Coworking & Legal Services, which have proven their usefulness in connecting and creating synergies, facilitating greater management efficiency thanks to cost savings, without resulting in any loss of productivity.

We are the best tool for developing your professional and business projects.

ECONOMIC ANALYSIS

Spain's economy slows and grows 0.5 percentage points less in the first quarter

Spain's economy slowed in the first quarter of 2025, growing one-tenth less than in the previous three months, or 0.61% of the total Q3Q, and five-tenths less than the same period last year, or 2.81% of the total Q3Q, according to preliminary National Accounting data published by the National Statistics Institute (INE). Thus, Spain's gross domestic product (GDP) is slowing its growth.

GDP growth from January to March showed a contribution of four-tenths of a percentage point to growth from domestic demand, while Spain's foreign sector contributed two-tenths of a percentage point.

In year-on-year terms, the 2.8% growth in Q3Q was driven exclusively by domestic demand, which contributed 3.2 percentage points, while external demand subtracted four-tenths of a percentage point.

In fact, the Ministry of Economy, Trade and Business highlighted in a statement that the year-on-year growth of the Spanish economy was driven primarily by private consumption, which grew by 3.51% year-on-year, "driven by the increase in workers' purchasing power and the positive trend in employment."

However, the unemployment data released this April reflect a discouraging situation in the labor market. Specifically, unemployment soared by 193,700 people between January and March 2025, its largest first-quarter increase since 2013.

Based on these data, the economic slowdown is directly linked to the context of job losses in the first months of the year, given that the labor market had been the engine of growth that had kept activity well above European levels in recent quarters.

For its part, the Ministry of Economy also highlighted the expansion of investment, especially in capital goods, which maintained a year-on-year growth of 4.11% in 3Q, as well as the improvement in hourly productivity, which increased by 0.8% in 3Q last year.

The foreign sector performed weaker (both exports and imports lost momentum). Exports of goods and services grew by 2.11% year-on-year in 3Q20, 1.1 points less than in the last quarter of 2024.

Imports, for their part, increased by 3.6% Q3, registering a slowdown of three-tenths of a percentage point. Regarding quarterly GDP growth between January and March, household consumption increased by 0.4% Q3 in the first quarter of the year, while public spending grew by 0.2% Q3. Investment, meanwhile, grew by 0.6% Q3 in the quarter.

On the supply side, all major economic sectors recorded positive growth rates. Industrial branches grew by 1.11% quarter-on-quarter (Q3Q), with manufacturing accelerating its pace to 0.8% quarter-on-quarter (Q3Q).

Construction posted a positive growth rate of 0.4% Q3Q, although it suffered a notable slowdown of 2.2 points compared to the previous quarter. The services sector also moderated, with growth of 0.3% Q3Q. The biggest surprise came from the primary sectors, which rebounded by 7.1% Q3Q after having fallen by 0.7% Q3Q in the previous quarter.

According to the Ministry of Economy, the data published by the INE reflect the "balanced growth of the Spanish economy, which will be the fastest-growing developed economy in 2025, according to International Monetary Fund forecasts."

BUSINESS MANAGEMENT

Practical tips for improving management in small and medium-sized businesses

The business world has become increasingly demanding, competitive, and globalized. This makes proper business management essential to presenting yourself as a consolidated and professional company. Therefore, this month we offer you some practical tips to enable effective growth in your sector, paying special attention to business management.

There are many benefits that can be derived from good business management, but the following are worth highlighting:

• Improving productivity by optimizing processes and resources within the company.
• Increased profitability by improving the company's operational efficiency and cost control.
• Informed decision-making with expert support on strategic issues for the company.
• Adaptability to change, responding quickly to new opportunities and challenges.
• Development of a strong organizational culture based on teamwork, strengthening employee cohesion and commitment.
• Improving customer satisfaction by creating products and services that strengthen brand loyalty.
• Sustainable growth, promoting efficient management based on innovation.

There is a wide variety of management models, each designed to develop the aspects of the activity that most interest the company in question, including:

• Customer orientation. This model focuses on customer satisfaction as a driving force for business. It is especially relevant for service companies, where customer experience is crucial. This type of management involves understanding customer needs and expectations, adapting products and services to meet those demands, and providing exceptional customer service.

• Marketing orientation. This model prioritizes the integration and coordination of marketing and sales departments to create effective sales strategies that increase sales performance. It's a model that helps drive business growth and profitability. Therefore, it's essential for this model to incorporate digital marketing strategies and data analytics to adapt to today's business requirements.
• Organizational orientation. This model promotes the active participation of all members of the organization in important decision-making. It is more common in small and medium-sized businesses, where structures are more flexible and coordination between teams is more direct. Business management in this context requires an inclusive and participatory work environment, where every employee's opinion is valued and heard.
• Human capital orientation. This approach recognizes that human talent is a company's most valuable asset. This model consists of investing in the professional and personal development of employees to increase the value of their contributions, promote a healthy and stimulating work environment, and foster teamwork and collaboration.
• Orientation towards strategic vision. This model relies on data analysis and strategic planning to anticipate trends and make informed decisions. Business management in this context consists of collecting, analyzing, and utilizing data to identify growth opportunities, assess risks, and design long-term strategies. To develop this strategic vision, it is necessary to foster a culture of innovation and adaptability.

Ultimately, effective business management requires adopting models that adapt to the specific needs of each company and promote long-term sustainable success. By focusing on key areas such as customer service, marketing, organization, human capital, and strategic vision, companies can optimize their processes and improve their performance.

HUMAN RESOURCES

How to approach a personnel selection process?

Personnel selection is a crucial stage in any business organization. It is a process that involves a set of techniques and strategies to identify and select the best candidates to fill vacant positions within a company. When initiating a selection process for new professionals, it is essential to ensure that the people hired fit the position requirements and contribute to achieving organizational objectives.

If you're an employer, the recruitment process may vary depending on the company and the specific objectives or specificities of each professional specialty, but in general, it follows a series of similar steps:

• Curriculum Review: The first step in the personnel selection process is to review the candidate's educational qualifications and experience.
• Tests and evaluations: Some companies may require tests or assessments to measure the skills and competencies required for a particular position.
• Interviews: They are a crucial part of the personnel selection process, allowing you to get to know the candidate personally and gain a deeper understanding of their technical knowledge, experience, approaches to addressing or solving problems, communication skills, teamwork, or, where appropriate, leadership skills, among many other aspects.
• Business Knowledge: A positive aspect of a candidate is that they demonstrate prior knowledge and understanding of the business, since the ability to generate value for the company will be a plus in the personnel selection process.

Now, if you are a professional candidate for a position in a selection process, you should consider the following issues:

• Prepare a resume that adequately highlights your education and professional skills, using a clean, easy-to-read format.
• Develop your technical and professional skills through ongoing training.
• Research the company before an interview. Showing interest and knowledge about the company will make you stand out as a committed candidate.
• Take care of your presence in the personal contacts you make during a recruitment process, since making a good first impression is essential, and presenting a positive attitude is essential to generating interest from the company.
• During the interview, never exaggerate your job expectations: it's more important to set realistic goals than ambitious ones that won't impress anyone.
• Practice your communication skills to successfully navigate an interview process. It's important to minimize rambling in your answers to the interviewers.
• Highlight your accomplishments, emphasizing your achievements and previous experience.
• Be proactive, demonstrate your commitment to the company's goals and your willingness to learn and adapt to new challenges.
• If the selection process involves group dynamics, try to be as participative as possible and be authentic, displaying a positive attitude.

The significant increase in the number of job applicants has highlighted a shift in the employment landscape regarding hiring. Some candidates, despite their excellent qualifications, are rejected in the selection process for reasons unknown to them. It's no longer enough to simply demonstrate our knowledge; now it's necessary to put it into practice quickly.

In general, the above tips can be used for any interview, regardless of the sector or position you're applying for. However, it never hurts to prepare more specifically for the specific position you're applying for.

NETWORKING

How to optimize professional relationships in a collaborative environment

The concept of networking is not recognized as such by the Royal Spanish Academy, yet it is a widely used term. The Anglicism essentially refers to the creation of a network of professional contacts for the purpose of establishing mutually beneficial relationships. In other words, networking allows you to find new business or professional opportunities, contact potential partners, potential clients, or simply publicize projects.

In today's increasingly interconnected business and work environment, networking is emerging as a key tool for the growth of both organizations and professionals. In this way, the importance of networking transcends simple professional relationships, becoming a fundamental practice for promoting innovation and collaboration not only among experts, but also between companies and sectors.

As strange as it may seem, a simple exchange of business cards, introducing your friend to that contact you know at another company, or simply extending an invitation to connect with that expert who could be a strategic partner on a professional network are all different ways to network.

In addition to promoting synergies, creativity, and the development of new professional and business opportunities, networking promotes new ways of working, more flexible and collaborative companies capable of generating and optimizing strong networks between professionals.

What are the benefits of networking?

1. New opportunities. Naturally, by meeting more people and professionals in our business, we'll have a greater chance of finding potential partners, suppliers, associates, and clients.
2. Solutions to It gives us the opportunity to connect with other people who have followed a similar professional development to ours and may have experienced a difficulty that we are going through.
3. Receive and give inspiration. Sharing our experiences and goals with other professionals allows us to gain new ideas and perspectives.
4. Gain visibility. Both personally and professionally, it allows us to expand our awareness of our activities within our sector or related industries.
5. It helps develop social skills. It's true that not everyone has the same ease when interacting with others. By consistently practicing interaction with others, it will be much easier for us to approach professional relationships in almost any setting.
6. Access to the latest information. This is an excellent source of information for staying up-to-date on the latest developments in our sector. It also helps us stay informed about new developments or techniques others are applying in our field, allowing us to grow alongside our competitors.
7. Access to talent. Recruitment opportunities for new profiles are expanded. By connecting with many professionals in a sector, we will have greater access to new talent, both directly and through referrals.
8. Career opportunities. We'll be happy to hear about potential openings at specific companies in our industry.

Ultimately, networking is an essential tool in both business and personal life, as it allows you to build strong and valuable professional relationships over time. Beyond simply being a way to meet people, networking facilitates knowledge sharing, expanding contacts, and strengthening your market presence.

Therefore, in order to maintain a constantly developing professional career and increase the chances of a successful working life, such activity is essential today.

CURRENT TAX

Up to 4,470,000 tax returns can be filed instantly this year using the new "Direct Income" option.

This year's Income Tax Campaign, whose processing period began on April 2nd, highlights the launch of a new service called 'Renta Directa' (Direct Income Tax Return). This service facilitates the electronic filing of simple returns, meaning taxpayers do not need to make any changes to the draft Income Tax Return offered by the Agency. According to the Tax Agency, 'Renta Directa' (Direct Income Tax Return) is potentially used by approximately 4,470,000 taxpayers.

The new "Direct Income" service is aimed at taxpayers who only have tax information automatically transferred to their tax return this year. Generally, those who filed their tax return last year without modifying the draft, and who are unlikely to modify it this year either. This could include individuals who only receive income from salaries or pensions, or most beneficiaries of the Minimum Living Income.

For these taxpayers, the Agency offers a service that allows for the same agility of filing through the mobile app, but adapted for clearer viewing on large screens, with a comfortable user experience, concise information, and dynamic and very quick management of the filing process.

The new service is designed for taxpayers who do not need to make any changes to the draft form provided by the Tax Agency. However, as with the app, they can make any changes they deem appropriate using the traditional "Renta Web" service and file it there, or save the session to file later using "Renta Directa."

Likewise, taxpayers will be able to benefit from new adaptations to "Renta Web" for specific situations, such as improvements in the incorporation of property income to avoid errors in filing.

Certain developments have also been included in the app to further facilitate the use of this powerful assistance tool. In addition to filing the tax return itself, it also makes it easier to obtain and renew the reference number, view tax information, and receive push messages with information of interest, modify tax allocation and IBAN codes, check tax information from previous campaigns, cancel previously scheduled appointments, and check the status of any refunds.

The app can be used on different devices (mobile phones and tablets) without limitation, and supports up to 20 identified users, each with their own reference number. This allows for the preparation and filing of tax returns for family members and close associates, as well as the calculation of the most favorable option between individual and joint tax returns, and the viewing of the different tax return results on a single screen. To access personalized services such as tax return filing, the device must have a screen lock activated for security reasons.

Companies are required to be notified electronically by the Treasury

According to current administrative regulations, all legal entities and entities without legal personality, as well as individuals who carry out a professional activity requiring compulsory professional registration, and taxpayer representatives who are required to communicate electronically with the Treasury and other public administrations, are required to communicate electronically.

This circumstance implies the obligation of these individuals and entities to receive electronic notifications. However, tax regulations establish that, in procedures initiated by taxpayers, it is possible to indicate the place where they wish to be notified, which might seem like a contradiction to the obligation to be notified electronically.

The TEAC has indicated that individuals and entities required to communicate electronically must, in all cases, receive notifications in their email inbox and cannot indicate a different address. Therefore, even if your company requests notification at its physical address when initiating a procedure, the Treasury will continue to notify you electronically, with the exception of individuals, who are not required to communicate electronically and can indicate a specific address for notification.

TODAY COMMERCIAL

The exercise of the right to information of the partners of a company and its scope

It should be noted that the Capital Companies Act, for the purposes of challenging corporate resolutions, links the right to information with the exercise of the right to vote; that is, the information requested must be relevant for an informed vote.

According to current regulations, each shareholder has the right to information in their capacity as such. It may be exercised by the shareholder's representative and, if the bylaws provide for it, by the usufructuary or by a creditor in whose favor a pledge of shares has been granted.

However, directors, managers and other persons who, although not partners, may attend a meeting with voice but no vote, may not exercise it.

The fundamental characteristics of the right to information are summarized as follows:

• This is a mandatory right, meaning it cannot be modified by private agreements and is binding on the company's governing body.
• It serves as an instrumental purpose for voting rights, meaning that members have the right to be informed after the meeting and to vote. For example, they requested information that was impossible to provide at the time of the meeting.
• It is a limited right, as it must be limited to the specific matters submitted to the Board, be related to the agenda, and must be exercised in good faith.

Regarding the scope of the shareholder's right to information, if information is requested at the meeting on any matter not included in the agenda, the director may refuse to provide it.

However, it is important to remember that it is also possible to adopt certain resolutions even if they are not included in the agenda, such as the separation or dismissal of directors, the exercise of corporate liability actions against them, and, in exceptional cases, to ensure the proper functioning of the company, the appointment of directors. In these cases, the shareholder may exercise his or her rights regarding these matters, even if they are not included in the agenda, and the director is obligated to provide the information.

On the contrary, a challenge to resolutions for violation of the right to information would not be successful when it has been exercised abusively. This would be the case, for example, when the request is untimely, when the partner deliberately waits until the last minute to request a large amount of information, leaving no time for its collection and submission. Another case could be when irrelevant documents are requested, the content of which could be inferred from others already provided. In any case, good faith in the exercise of the right to information must be examined based on numerous parameters, such as the characteristics of the company, the distribution of its capital, or the volume and form of the information requested.

UNE publishes the new version of the standard that helps companies prevent crimes

The Spanish Standardization Association (UNE) has published the new version of the UNE 19601 Standard, "Criminal Compliance Management Systems. Requirements with Guidelines for Use." The association emphasized that the standard has become a benchmark for providing organizations with a management model for preventing the commission of crimes within their organizations, "aligned with the requirements of the Criminal Code and existing international best practices."

Organizations that implement this standardized model may see their criminal liability mitigated or even exempted from it by demonstrating "due diligence and best practices" in preventing and detecting crimes within their organizations, according to UNE.

The new document presents adjustments to achieve content alignment with other relevant documents that emerged since its publication, such as the ISO Harmonized Framework for Management System Standards and the compliance and whistleblowing management standards that emerged since 2017, both nationally and internationally.

CURRENTLY WORKING

The mandatory equality plan in companies celebrates its fourth anniversary.

On April 14, four years have passed since Royal Decree 902/2020 on equal pay for women and men came into force. This royal decree complements the regulations contained in Royal Decree 901/2020, of October 13, which regulates equality plans and their registration, and amends Royal Decree 713/2010, of May 28, on the registration and filing of collective bargaining agreements.

The regulation applicable to the field of labor relations affects both employees and management and public administration staff. In addition to providing the mechanisms to apply the principle of salary transparency, this regulation modified the situation for companies when implementing an Equality Plan. From that date to the present, the main concern has been the mandatory nature of this measure. While this requirement varies depending on the number of employees, it is important to emphasize that companies with more than 50 employees are required to have an equality plan. Specifically, implementation will be gradual, taking into account the workforce:

• Since March 7, 2020, companies with between 151 and 250 employees must have it approved.
• As of March 7, 2021, companies with between 101 and 150 employees.
• Starting March 7, 2022, companies with between 50 and 100 employees must.

Also, when such an obligation is established by the applicable collective agreement and if the labor authority agrees in a sanctioning procedure, the accessory sanctions shall be replaced by the application of said plan.

It is important to emphasize that, in 2025, many companies that developed Equality Plans in 2021, under the new regulations, will be required to renew their Equality Plans, as these plans have a maximum validity period of four years. Renewal is not only a legal requirement, which will entail the start of a new negotiation process for the Equality Plan, but also an opportunity to evaluate the progress made, strengthen the commitment to effective equality between women and men in the workplace, and implement new strategies to ensure equitable labor relations free from inequalities.

The Supreme Court prevents companies from unilaterally deciding to end teleworking.

The Supreme Court has rejected the right of companies to unilaterally decide to end teleworking. In a ruling dated April 2, the high court analyzed a company's teleworking agreement, which stipulated a clause allowing the company to revoke the teleworking authorization at any time with 15 days' notice. The ruling determines that the aforementioned clause must be annulled, as it is abusive and unlawful for the company to make such a unilateral decision.

The ruling indicates that the 2021 Remote Work Law provides that the decision to telework can be reversed, but this must be established in collective agreements or bargaining agreements. In other words, the law requires that the possibility of reversing the decision be agreed upon in collective bargaining or, failing that, between the company and employee representatives.

If collective bargaining does not address the reversibility of remote work, the employer cannot impose it on its own. "The reversibility decided by the company can sometimes be unlawful," the ruling states. It adds, in this regard, that the fact that the decision rests solely with the company constitutes a contractual imbalance.

On the contrary, the high court rejects the company's unilateral decision on the limits of teleworkers' right to digital disconnection. The agreement stipulated that employees have the right to digital disconnection, unless justified urgent circumstances arise. "As can be seen, current legislation not only allows, but also requires, the company to develop an internal policy on the right to digital disconnection. What happens is that this internal policy must be developed after hearing from the workers' representatives, and there is no evidence that this has been done in the present case," the ruling states. "This policy was implemented without prior hearing from the workers' legal representatives, thus violating the clear requirements contained in those two legal provisions," it adds.

NEWS

IL Coworking reminds Radio Intereconomía of the cost savings that flexible offices make possible, without losing productivity.

Mariló Sánchez, presenter and director of the radio program "Negocios de Carne y Hueso" on Radio Intereconomía, addressed in a special episode this April the importance of reducing costs without sacrificing productivity in business management, in order to achieve greater efficiency.

Within this framework, this radio program focused on the possibilities of benefiting from the agility and cost savings provided by flexible offices, which are a solid and strategic alternative, the most representative of which are coworking centers.

In this sense, the CEO of IL Coworking & Legal ServicesManuel Lamela noted that professionals and companies opting for this model value the cost savings amid the current economic uncertainty, thanks to a lower cost per square meter and the guarantee of flexible use. Furthermore, spaces like IL Coworking allow for a more engaging work experience, fostering personal relationships and networking, all within a comfortable work environment.

One more time, IL Coworking & Legal Services It is positioned as a benchmark in the implementation of practical solutions for entrepreneurs, providing an efficient shared space service in an unbeatable location.