The principle of equality and non-discrimination on the basis of gender in the workplace.
Authorship
A.C.I.
Bachelor's degree in Labor Relations and Human Resources
A.C.I.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 12:00
07.09.2025 12:00
Summary
Throughout history, women have had limited access to work due to social and economic norms and a patriarchal structure that perpetuates discriminatory roles. Although there have been advances in recent decades, inequalities such as the wage gap and the lack of women in decision-making positions persist. This study analyzes the gender discrimination that women continue to face in their careers. It also highlights that eliminating discrimination and achieving equality in the workplace requires a collective commitment that includes legislative, social and economic measures, as well as education and awareness-raising.
Throughout history, women have had limited access to work due to social and economic norms and a patriarchal structure that perpetuates discriminatory roles. Although there have been advances in recent decades, inequalities such as the wage gap and the lack of women in decision-making positions persist. This study analyzes the gender discrimination that women continue to face in their careers. It also highlights that eliminating discrimination and achieving equality in the workplace requires a collective commitment that includes legislative, social and economic measures, as well as education and awareness-raising.
Direction
Vilanova Da Costa, Diego (Tutorships)
Vilanova Da Costa, Diego (Tutorships)
Court
Baamonde Méndez, Josefina María (Chairman)
SILVA LOPEZ, SANTIAGO ZOILO (Secretary)
DEVESA MACIÑEIRAS, MARIA (Member)
Baamonde Méndez, Josefina María (Chairman)
SILVA LOPEZ, SANTIAGO ZOILO (Secretary)
DEVESA MACIÑEIRAS, MARIA (Member)
Gender inequality in the world of work
Authorship
E.C.B.
Bachelor's degree in Labor Relations and Human Resources
E.C.B.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 11:00
07.09.2025 11:00
Summary
The work delves into gender inequalities in the labor field, with an analysis of the existing barriers and opportunities, addressing topics such as the gender gap, the different types of this gap, such as the wage gap, participation and work intensity gap, access to leadership positions, educational gap, and the use of time and family roles. Additionally, we will specify some current issues such as the so-called glass ceiling and sticky floor, both related to the existing gender gaps. To understand this issue, statistical graphs from the INE are analyzed, as well as various companies that are examples of good practices demonstrating the commitment to reduce these gaps. Finally, measures are proposed such as salary transparency, gender-biased selection and promotion processes, training programs, an inclusive corporate culture, actions that promote work-life balance, empowerment and visibility of women, and the elimination of stereotypes and discrimination, all with the aim of achieving effective and sustainable equality in the workplace. The study addresses the various problems that women face in the labor market, with the intention of raising awareness about this issue and thus sensitizing and achieving a change of mindset in today's society. This work not only exposes the challenges but also emphasizes the importance of addressing this issue from an ethical, economic, and social perspective, offering concrete proposals to move towards a more inclusive future.
The work delves into gender inequalities in the labor field, with an analysis of the existing barriers and opportunities, addressing topics such as the gender gap, the different types of this gap, such as the wage gap, participation and work intensity gap, access to leadership positions, educational gap, and the use of time and family roles. Additionally, we will specify some current issues such as the so-called glass ceiling and sticky floor, both related to the existing gender gaps. To understand this issue, statistical graphs from the INE are analyzed, as well as various companies that are examples of good practices demonstrating the commitment to reduce these gaps. Finally, measures are proposed such as salary transparency, gender-biased selection and promotion processes, training programs, an inclusive corporate culture, actions that promote work-life balance, empowerment and visibility of women, and the elimination of stereotypes and discrimination, all with the aim of achieving effective and sustainable equality in the workplace. The study addresses the various problems that women face in the labor market, with the intention of raising awareness about this issue and thus sensitizing and achieving a change of mindset in today's society. This work not only exposes the challenges but also emphasizes the importance of addressing this issue from an ethical, economic, and social perspective, offering concrete proposals to move towards a more inclusive future.
Direction
Díaz Alonso, Rosa (Tutorships)
Díaz Alonso, Rosa (Tutorships)
Court
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Salazar Torres, Jackiline Brígida (Member)
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Salazar Torres, Jackiline Brígida (Member)
The role of soft skills in leadership
Authorship
M.F.L.
Bachelor's degree in Labor Relations and Human Resources
M.F.L.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 10:00
07.09.2025 10:00
Summary
This undergraduate thesis examines the role that soft skills play in leadership within the current organizational environment. In a context marked by globalization, digitalization, and the increasing complexity of work environments, these personal and social competencies have become key elements for effective leadership, surpassing the traditional view focused solely on technical skills. The main objective is to demonstrate that skills such as emotional intelligence, assertive communication, empathy, adaptability, and teamwork are fundamental for managing people, promoting collaborative environments, and strengthening organizational culture. To this end, the thesis is structured into several chapters addressing the evolution of the concept of leadership, contemporary styles based on human values, and the impact of these competencies on team performance. Additionally, two case studies on the companies Unilever and IBM are presented, which have implemented specific programs for the development of soft skills in their leaders. The results show improvements in motivation, talent retention, innovation, and employee satisfaction, confirming the strategic value of these competencies in real corporate contexts. Overall, this work concludes that 21st-century leadership must go beyond formal authority and embrace an emotionally intelligent, ethical, and people-centered approach. Soft skills not only complement technical capabilities but also serve as an indispensable pillar for sustainability, innovation, and organizational adaptability in increasingly demanding and dynamic environments.
This undergraduate thesis examines the role that soft skills play in leadership within the current organizational environment. In a context marked by globalization, digitalization, and the increasing complexity of work environments, these personal and social competencies have become key elements for effective leadership, surpassing the traditional view focused solely on technical skills. The main objective is to demonstrate that skills such as emotional intelligence, assertive communication, empathy, adaptability, and teamwork are fundamental for managing people, promoting collaborative environments, and strengthening organizational culture. To this end, the thesis is structured into several chapters addressing the evolution of the concept of leadership, contemporary styles based on human values, and the impact of these competencies on team performance. Additionally, two case studies on the companies Unilever and IBM are presented, which have implemented specific programs for the development of soft skills in their leaders. The results show improvements in motivation, talent retention, innovation, and employee satisfaction, confirming the strategic value of these competencies in real corporate contexts. Overall, this work concludes that 21st-century leadership must go beyond formal authority and embrace an emotionally intelligent, ethical, and people-centered approach. Soft skills not only complement technical capabilities but also serve as an indispensable pillar for sustainability, innovation, and organizational adaptability in increasingly demanding and dynamic environments.
Direction
GOMEZ BARREIRO, MARIA (Tutorships)
GOMEZ BARREIRO, MARIA (Tutorships)
Court
Salazar Torres, Jackiline Brígida (Chairman)
Rivas Costa, Javier (Secretary)
Díaz Alonso, Rosa (Member)
Salazar Torres, Jackiline Brígida (Chairman)
Rivas Costa, Javier (Secretary)
Díaz Alonso, Rosa (Member)
The occupational “in transit”, a legal and jurisprudential concept
Authorship
M.J.G.G.
Bachelor's degree in Labor Relations and Human Resources
M.J.G.G.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 11:00
07.09.2025 11:00
Summary
Given the brief definition that the regulations give to an accident in transit, it is necessary to have a judicial interpretation, both by the Supreme Court and the High Courts of Justice, for its consideration, analyzing issues such as the means of transport used for this purpose, the address to which it is directed, the route and time spent commuting from work to home and vice versa, excluding imprudence and acts of third parties for the purpose of such determination.
Given the brief definition that the regulations give to an accident in transit, it is necessary to have a judicial interpretation, both by the Supreme Court and the High Courts of Justice, for its consideration, analyzing issues such as the means of transport used for this purpose, the address to which it is directed, the route and time spent commuting from work to home and vice versa, excluding imprudence and acts of third parties for the purpose of such determination.
Direction
GARCIA ROJO, ANTONIO (Tutorships)
GARCIA ROJO, ANTONIO (Tutorships)
Court
Vilanova Da Costa, Diego (Chairman)
SILVA LOPEZ, SANTIAGO ZOILO (Secretary)
DEVESA MACIÑEIRAS, MARIA (Member)
Vilanova Da Costa, Diego (Chairman)
SILVA LOPEZ, SANTIAGO ZOILO (Secretary)
DEVESA MACIÑEIRAS, MARIA (Member)
talent management
Authorship
A.L.R.
Bachelor's degree in Labor Relations and Human Resources
A.L.R.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 12:00
07.09.2025 12:00
Summary
Talent management has become a fundamental element for the success and sustainability of organizations. An organization's success depends on its ability to attract, develop, motivate, and retain people with potential. To manage talent, in addition to performing administrative tasks, it is also important to design policies that recognize employees as key resources for the organization's growth. This final degree project analyzes human talent management, which is one of the most important strategies in the business environment. It also provides a structured analysis to understand and explain how current organizations manage talent that is, identify, develop, motivate, and retain people with the greatest potential. Talent is the most important asset of any organization, and its proper management is crucial for organizations to grow, succeed, be productive, and competitive in a globalized and competitive world. The practical analysis of different strategies implemented by companies such as MAPFRE, Indra, and Repsol allows us to observe how theory translates into concrete decisions within the business environment. From this analysis, current talent management models can be compared with their real-life applications.
Talent management has become a fundamental element for the success and sustainability of organizations. An organization's success depends on its ability to attract, develop, motivate, and retain people with potential. To manage talent, in addition to performing administrative tasks, it is also important to design policies that recognize employees as key resources for the organization's growth. This final degree project analyzes human talent management, which is one of the most important strategies in the business environment. It also provides a structured analysis to understand and explain how current organizations manage talent that is, identify, develop, motivate, and retain people with the greatest potential. Talent is the most important asset of any organization, and its proper management is crucial for organizations to grow, succeed, be productive, and competitive in a globalized and competitive world. The practical analysis of different strategies implemented by companies such as MAPFRE, Indra, and Repsol allows us to observe how theory translates into concrete decisions within the business environment. From this analysis, current talent management models can be compared with their real-life applications.
Direction
Díaz Alonso, Rosa (Tutorships)
Díaz Alonso, Rosa (Tutorships)
Court
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Salazar Torres, Jackiline Brígida (Member)
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Salazar Torres, Jackiline Brígida (Member)
The digitalization of human resources
Authorship
M.L.N.
Bachelor's degree in Labor Relations and Human Resources
M.L.N.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 12:30
07.09.2025 12:30
Summary
This paper analyzes the digitalization process in the field of Human Resources, describing its benefits, challenges, and key tools such as process automation, artificial intelligence, and document management systems. It also presents practical cases of Spanish companies that have successfully implemented these processes. Digitalization in HR enables more efficient talent management, improves productivity, and contributes to organizational development
This paper analyzes the digitalization process in the field of Human Resources, describing its benefits, challenges, and key tools such as process automation, artificial intelligence, and document management systems. It also presents practical cases of Spanish companies that have successfully implemented these processes. Digitalization in HR enables more efficient talent management, improves productivity, and contributes to organizational development
Direction
Díaz Alonso, Rosa (Tutorships)
Díaz Alonso, Rosa (Tutorships)
Court
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Salazar Torres, Jackiline Brígida (Member)
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Salazar Torres, Jackiline Brígida (Member)
Plan for the creation and implementation of the Human Resources Departmetn at Aira S.C.G
Authorship
M.M.F.
Bachelor's degree in Labor Relations and Human Resources
M.M.F.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 13:00
07.09.2025 13:00
Summary
This undergraduate thesis aims to design and implement a human resources department within the agro-livestock cooperative AIRA-SCG, located in Galicia, Spain. The organization has over 330 employees spread across 16 branches, as well as several production facilities, including a feed factory, an dairy plant, and a wet-mix plant. The project is grounded in a detailed analysis of the current situation to propose an efficient organizational structure that meets both staff and organizational needs.
This undergraduate thesis aims to design and implement a human resources department within the agro-livestock cooperative AIRA-SCG, located in Galicia, Spain. The organization has over 330 employees spread across 16 branches, as well as several production facilities, including a feed factory, an dairy plant, and a wet-mix plant. The project is grounded in a detailed analysis of the current situation to propose an efficient organizational structure that meets both staff and organizational needs.
Direction
Díaz Alonso, Rosa (Tutorships)
Díaz Alonso, Rosa (Tutorships)
Court
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Salazar Torres, Jackiline Brígida (Member)
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Salazar Torres, Jackiline Brígida (Member)
The Widowhood Benefit: Present, Future, and Its Relationship with Other European Union Countries
Authorship
I.M.M.G.
Bachelor's degree in Labor Relations and Human Resources
I.M.M.G.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 11:30
07.09.2025 11:30
Summary
This paper aims to analyse the widowhood Benefit within the Spanish Social Security system, highlighting is regulations, eligibility requirements, amount, and legislative development. Regarding its evolution, the most significant laws will be mentioned, from the 1900 Accident Law to the current law, Royal Decree 8/2015. In addition, a new from of partnership exists, common-law couples, where the surviving partner may be entitled to the widow´s pension, provided certain requirements are met. The widowhood benefit will also be examined in different countries of the European Union, thus analysing the diverse types of pensions found within the European community. Italy, France, and Germany will be highlighted as countries, such as Denmark, Sweden, and the Netherlands, will be analysed as alternative models with more notable differences from the Spanish system. On the other hand, minor issues affecting this benefit will also be addressed, such as financial sustainability, the adaptation to new family structures, and gender inequality. Today, the widowhood benefit has evolved due to societal changes and legal developments, adjusting to Spain´s current situation.
This paper aims to analyse the widowhood Benefit within the Spanish Social Security system, highlighting is regulations, eligibility requirements, amount, and legislative development. Regarding its evolution, the most significant laws will be mentioned, from the 1900 Accident Law to the current law, Royal Decree 8/2015. In addition, a new from of partnership exists, common-law couples, where the surviving partner may be entitled to the widow´s pension, provided certain requirements are met. The widowhood benefit will also be examined in different countries of the European Union, thus analysing the diverse types of pensions found within the European community. Italy, France, and Germany will be highlighted as countries, such as Denmark, Sweden, and the Netherlands, will be analysed as alternative models with more notable differences from the Spanish system. On the other hand, minor issues affecting this benefit will also be addressed, such as financial sustainability, the adaptation to new family structures, and gender inequality. Today, the widowhood benefit has evolved due to societal changes and legal developments, adjusting to Spain´s current situation.
Direction
GARCIA ROJO, ANTONIO (Tutorships)
GARCIA ROJO, ANTONIO (Tutorships)
Court
Vilanova Da Costa, Diego (Chairman)
SILVA LOPEZ, SANTIAGO ZOILO (Secretary)
DEVESA MACIÑEIRAS, MARIA (Member)
Vilanova Da Costa, Diego (Chairman)
SILVA LOPEZ, SANTIAGO ZOILO (Secretary)
DEVESA MACIÑEIRAS, MARIA (Member)
Absenteeism from the People Management
Authorship
L.P.B.
Bachelor's degree in Labor Relations and Human Resources
L.P.B.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 10:30
07.09.2025 10:30
Summary
Work absenteeism is a severe problem that has a negative impact on companies by deteriorating the work environment, decreasing productivity, generating significant economic losses, and damaging their image and reputation. Companies are not the only ones affected, as absenteeism also has negative effects on the emotional health of workers and can be the cause of demotivation and frustration. Furthermore, the work overload that colleagues must take on creates a poor business environment and increases the risk of harassment at work. In this final degree project, the diverse types of absenteeism and their causes are analysed, often related to physical or emotional health issues, lack of motivation, or problems balancing work and personal life. Absenteeism causes consequences such as the paralysis or slowdown of the work pace, missed deadlines, higher staff turnover, and a loss of corporate reputation that negatively affects the employer branding strategy and the company’s results. This study focuses on analysing different measures to reduce absenteeism, such as the implementation of health and wellness programs, the facilitation of work-life balance, support or continuous training for workers, among others. The implementation of measures to reduce absenteeism can have a positive impact on the work environment, on the health and well-being of workers, and on business productivity.
Work absenteeism is a severe problem that has a negative impact on companies by deteriorating the work environment, decreasing productivity, generating significant economic losses, and damaging their image and reputation. Companies are not the only ones affected, as absenteeism also has negative effects on the emotional health of workers and can be the cause of demotivation and frustration. Furthermore, the work overload that colleagues must take on creates a poor business environment and increases the risk of harassment at work. In this final degree project, the diverse types of absenteeism and their causes are analysed, often related to physical or emotional health issues, lack of motivation, or problems balancing work and personal life. Absenteeism causes consequences such as the paralysis or slowdown of the work pace, missed deadlines, higher staff turnover, and a loss of corporate reputation that negatively affects the employer branding strategy and the company’s results. This study focuses on analysing different measures to reduce absenteeism, such as the implementation of health and wellness programs, the facilitation of work-life balance, support or continuous training for workers, among others. The implementation of measures to reduce absenteeism can have a positive impact on the work environment, on the health and well-being of workers, and on business productivity.
Direction
GOMEZ BARREIRO, MARIA (Tutorships)
GOMEZ BARREIRO, MARIA (Tutorships)
Court
Salazar Torres, Jackiline Brígida (Chairman)
Rivas Costa, Javier (Secretary)
Díaz Alonso, Rosa (Member)
Salazar Torres, Jackiline Brígida (Chairman)
Rivas Costa, Javier (Secretary)
Díaz Alonso, Rosa (Member)
Digital Change Management in Human Resources
Authorship
M.I.R.B.
Bachelor's degree in Labor Relations and Human Resources
M.I.R.B.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 13:30
07.09.2025 13:30
Summary
This paper aims to address the influence of digital transformation on Human Resources management. We are in a context of developing digitalization, which is forcing organizations to change all levels and aspects in favor of new methods and technologies. Therefore, the main objective of this paper is to analyze how digitalization influences the structure and processes of Human Resources, as well as the main factors that influence the success of digitalization and the methodologies and tools that facilitate the process. To achieve this, this paper conducts a theoretical review that introduces the context through digital change and organizational transformation. It then presents the critical success factors for the digitalization of human resources and analyzes different methodologies and technological tools that foster it. Finally, case studies are presented that exemplify the approach in the work practice of different organizations, which improves the applied perception of the theoretical concepts.
This paper aims to address the influence of digital transformation on Human Resources management. We are in a context of developing digitalization, which is forcing organizations to change all levels and aspects in favor of new methods and technologies. Therefore, the main objective of this paper is to analyze how digitalization influences the structure and processes of Human Resources, as well as the main factors that influence the success of digitalization and the methodologies and tools that facilitate the process. To achieve this, this paper conducts a theoretical review that introduces the context through digital change and organizational transformation. It then presents the critical success factors for the digitalization of human resources and analyzes different methodologies and technological tools that foster it. Finally, case studies are presented that exemplify the approach in the work practice of different organizations, which improves the applied perception of the theoretical concepts.
Direction
Díaz Alonso, Rosa (Tutorships)
Díaz Alonso, Rosa (Tutorships)
Court
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Salazar Torres, Jackiline Brígida (Member)
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Salazar Torres, Jackiline Brígida (Member)
Analysis of the evolution of housing supply and demand in Spain
Authorship
M.R.F.
Bachelor's degree in Labor Relations and Human Resources
M.R.F.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 14:00
07.09.2025 14:00
Summary
The housing sector has undergone major transformations over the past two decades. The period of credit expansion that led to a social and economic crisis triggered changes in the structure of the market that still persist today. That is why it is essential to understand what caused the formation of that bubble and whether it could happen again. The recent Covid-19 pandemic, although it had a lesser impact on the housing market thanks to the fact that a large portion of the GDP is not concentrated in this sector, also brought significant changes. This analysis allows us to draw a general overview of the housing situation in Spain through the study of various factors and economic indicators such as price increases, social housing, the imbalance between supply and demand, or the impact of public policies. On the other hand, sector trends are examined that show us what the housing stock will look like in the near future, such as digitalization, sustainable construction, and market regulation. It provides a global vision of the current state of the residential market in Spain, focusing on the consequences of decisions made over time that have shaped the current housing stock, the role of real estate speculation, and the new changes that will define the future.
The housing sector has undergone major transformations over the past two decades. The period of credit expansion that led to a social and economic crisis triggered changes in the structure of the market that still persist today. That is why it is essential to understand what caused the formation of that bubble and whether it could happen again. The recent Covid-19 pandemic, although it had a lesser impact on the housing market thanks to the fact that a large portion of the GDP is not concentrated in this sector, also brought significant changes. This analysis allows us to draw a general overview of the housing situation in Spain through the study of various factors and economic indicators such as price increases, social housing, the imbalance between supply and demand, or the impact of public policies. On the other hand, sector trends are examined that show us what the housing stock will look like in the near future, such as digitalization, sustainable construction, and market regulation. It provides a global vision of the current state of the residential market in Spain, focusing on the consequences of decisions made over time that have shaped the current housing stock, the role of real estate speculation, and the new changes that will define the future.
Direction
Rivas Costa, Javier (Tutorships)
Rivas Costa, Javier (Tutorships)
Court
GOMEZ BARREIRO, MARIA (Chairman)
Salazar Torres, Jackiline Brígida (Secretary)
Díaz Alonso, Rosa (Member)
GOMEZ BARREIRO, MARIA (Chairman)
Salazar Torres, Jackiline Brígida (Secretary)
Díaz Alonso, Rosa (Member)
Case “The six of La Suiza”, a bump to trade unionism?
Authorship
M.R.V.
Bachelor's degree in Labor Relations and Human Resources
M.R.V.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 12:30
07.09.2025 12:30
Summary
The present Bachelor's Thesis aims to analyze whether the actions carried out by the defendants in the “Las Seis de la Suiza” case are of a union-related nature and, therefore, whether the ruling that sentences them to prison constitutes a violation of this fundamental right. For this project, a qualitative doctrinal analysis has been conducted by thoroughly reviewing laws, articles, and court rulings that can provide a broader perspective on what union freedom embraces. The gathered data aims to help us understand the reasoning behind the ruling we are analyzing: Supreme Court Judgment 3424/2024, dated June 19. This study has shown that the court’s decision is justified and does not entail a violation of the fundamental right to unionize as enshrined in the Spanish Constitution, one of the cornerstones of our labor law. The main reason for excluding the actions from beyond the limits of union rights is that among the demands made by the convicted individuals to the employer was one that was entirely unrelated to the employment relationship: the request for the employer to withdraw a complaint filed against the worker’s romantic partner.
The present Bachelor's Thesis aims to analyze whether the actions carried out by the defendants in the “Las Seis de la Suiza” case are of a union-related nature and, therefore, whether the ruling that sentences them to prison constitutes a violation of this fundamental right. For this project, a qualitative doctrinal analysis has been conducted by thoroughly reviewing laws, articles, and court rulings that can provide a broader perspective on what union freedom embraces. The gathered data aims to help us understand the reasoning behind the ruling we are analyzing: Supreme Court Judgment 3424/2024, dated June 19. This study has shown that the court’s decision is justified and does not entail a violation of the fundamental right to unionize as enshrined in the Spanish Constitution, one of the cornerstones of our labor law. The main reason for excluding the actions from beyond the limits of union rights is that among the demands made by the convicted individuals to the employer was one that was entirely unrelated to the employment relationship: the request for the employer to withdraw a complaint filed against the worker’s romantic partner.
Direction
Vilanova Da Costa, Diego (Tutorships)
Vilanova Da Costa, Diego (Tutorships)
Court
Baamonde Méndez, Josefina María (Chairman)
SILVA LOPEZ, SANTIAGO ZOILO (Secretary)
DEVESA MACIÑEIRAS, MARIA (Member)
Baamonde Méndez, Josefina María (Chairman)
SILVA LOPEZ, SANTIAGO ZOILO (Secretary)
DEVESA MACIÑEIRAS, MARIA (Member)
Concepción Arenal and her contribution to prison labor in the 19th century.
Authorship
V.R.T.
Bachelor's degree in Labor Relations and Human Resources
V.R.T.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 09:00
07.09.2025 09:00
Summary
This paper analyzes Concepción Arenal’s views on the 19th-century Spanish prison system, highlighting her humanist approach and her commitment to reintegration through work and education. Despite initial obstacles, her proposals laid the foundation for later reforms and influenced the development of restorative justice in Spain.
This paper analyzes Concepción Arenal’s views on the 19th-century Spanish prison system, highlighting her humanist approach and her commitment to reintegration through work and education. Despite initial obstacles, her proposals laid the foundation for later reforms and influenced the development of restorative justice in Spain.
Direction
Cobo Carrasco, María Mercedes (Tutorships)
Cobo Carrasco, María Mercedes (Tutorships)
Court
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Díaz Alonso, Rosa (Member)
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Díaz Alonso, Rosa (Member)
The impact of artificial intelligence on the future of work: a study on substitution and business creation.
Authorship
T.A.S.C.
Bachelor's degree in Labor Relations and Human Resources
T.A.S.C.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 09:30
07.09.2025 09:30
Summary
Throughout this thesis, a broad analysis is carried out on the impact of artificial intelligence on the future of employment. The overall objective of the study aims to analyze the impact of Artificial Intelligence on employment from a labor relations perspective, specifying sectors at risk and the job opportunities that may arise. Likewise, the contribution of this study is to provide an overview of the current employment situation, locating it within Galicia and Spain. This work aims to analyze the impact of Artificial Intelligence on employment from a labor relations perspective, identifying sectors and professional profiles at risk of automation, exploring emerging job opportunities linked to Artificial Intelligence, analyzing current regulations on AI and labor rights, and finally evaluating adaptation measures for workers and companies. The research is based on an applied methodology carried out through qualitative and descriptive research, where we use documentary analysis of technical reports, regulations, and academic references using a geographical focus focused on Galicia and Spain. In this way, we can say that AI can replace routine tasks in various sectors, affecting at-risk groups, but it can also create new jobs. To achieve this, ongoing training, professional retraining, and public policies are important to overcome any barriers that may arise.
Throughout this thesis, a broad analysis is carried out on the impact of artificial intelligence on the future of employment. The overall objective of the study aims to analyze the impact of Artificial Intelligence on employment from a labor relations perspective, specifying sectors at risk and the job opportunities that may arise. Likewise, the contribution of this study is to provide an overview of the current employment situation, locating it within Galicia and Spain. This work aims to analyze the impact of Artificial Intelligence on employment from a labor relations perspective, identifying sectors and professional profiles at risk of automation, exploring emerging job opportunities linked to Artificial Intelligence, analyzing current regulations on AI and labor rights, and finally evaluating adaptation measures for workers and companies. The research is based on an applied methodology carried out through qualitative and descriptive research, where we use documentary analysis of technical reports, regulations, and academic references using a geographical focus focused on Galicia and Spain. In this way, we can say that AI can replace routine tasks in various sectors, affecting at-risk groups, but it can also create new jobs. To achieve this, ongoing training, professional retraining, and public policies are important to overcome any barriers that may arise.
Direction
Salazar Torres, Jackiline Brígida (Tutorships)
Salazar Torres, Jackiline Brígida (Tutorships)
Court
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Díaz Alonso, Rosa (Member)
GOMEZ BARREIRO, MARIA (Chairman)
Rivas Costa, Javier (Secretary)
Díaz Alonso, Rosa (Member)
Tax credits and their influence on recruitment policy
Authorship
M.J.S.G.
Bachelor's degree in Labor Relations and Human Resources
M.J.S.G.
Bachelor's degree in Labor Relations and Human Resources
Defense date
07.09.2025 13:00
07.09.2025 13:00
Summary
The purpose of this paper is to conduct a detailed analysis of the various tax incentives and Social Security contribution rebates that the Spanish legal system makes available to employers when hiring workers. In particular, it examines how these incentives contribute to improving employment and the labor market inclusion of particularly vulnerable groups, such as young people, long-term unemployed people with disabilities, people over 45, and women victims of gender-based violence. To this end, it addresses both the theoretical aspects of tax rebates in the Spanish labor market and their practical impact on business decisions within the labor market, analyzing their real impact on business behavior and on the stability and quality of the jobs generated. The hiring incentive system is part of the set of active employment policies and constitutes one of the main mechanisms for state intervention to address labor market imbalances. These measures aim not only to encourage job creation in quantitative terms, but also to promote a more equitable and inclusive labor market, targeting recruitment toward profiles that have traditionally been excluded or underrepresented.
The purpose of this paper is to conduct a detailed analysis of the various tax incentives and Social Security contribution rebates that the Spanish legal system makes available to employers when hiring workers. In particular, it examines how these incentives contribute to improving employment and the labor market inclusion of particularly vulnerable groups, such as young people, long-term unemployed people with disabilities, people over 45, and women victims of gender-based violence. To this end, it addresses both the theoretical aspects of tax rebates in the Spanish labor market and their practical impact on business decisions within the labor market, analyzing their real impact on business behavior and on the stability and quality of the jobs generated. The hiring incentive system is part of the set of active employment policies and constitutes one of the main mechanisms for state intervention to address labor market imbalances. These measures aim not only to encourage job creation in quantitative terms, but also to promote a more equitable and inclusive labor market, targeting recruitment toward profiles that have traditionally been excluded or underrepresented.
Direction
DEVESA MACIÑEIRAS, MARIA (Tutorships)
DEVESA MACIÑEIRAS, MARIA (Tutorships)
Court
Vilanova Da Costa, Diego (Chairman)
SILVA LOPEZ, SANTIAGO ZOILO (Secretary)
Baamonde Méndez, Josefina María (Member)
Vilanova Da Costa, Diego (Chairman)
SILVA LOPEZ, SANTIAGO ZOILO (Secretary)
Baamonde Méndez, Josefina María (Member)