{"id":2631,"date":"2025-07-31T12:04:47","date_gmt":"2025-07-31T12:04:47","guid":{"rendered":"https:\/\/advisory.ecija.com\/?p=2631"},"modified":"2025-07-31T13:25:51","modified_gmt":"2025-07-31T13:25:51","slug":"permiso-nacimiento-empresas-2026","status":"publish","type":"post","link":"https:\/\/desarrollo.rankingonline.com\/ecija\/blog\/permiso-nacimiento-empresas-2026\/","title":{"rendered":"Nuevo permiso por nacimiento: claves legales y organizativas para empresas"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; _builder_version=&#8221;4.25.2&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_row custom_padding_last_edited=&#8221;on|phone&#8221; _builder_version=&#8221;4.27.2&#8243; _module_preset=&#8221;default&#8221; custom_padding_tablet=&#8221;&#8221; custom_padding_phone=&#8221;||0px||false|false&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.18.0&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; text_text_color=&#8221;gcid-87f22874-55a4-4fbd-86d5-9133756862c6&#8243; header_font=&#8221;|300|||||||&#8221; header_text_color=&#8221;gcid-87f22874-55a4-4fbd-86d5-9133756862c6&#8243; header_font_size=&#8221;40px&#8221; header_letter_spacing=&#8221;2px&#8221; header_line_height=&#8221;1.2em&#8221; header_font_size_tablet=&#8221;50px&#8221; header_font_size_phone=&#8221;35px&#8221; header_font_size_last_edited=&#8221;on|phone&#8221; global_colors_info=&#8221;{%22gcid-87f22874-55a4-4fbd-86d5-9133756862c6%22:%91%22text_text_color%22,%22header_text_color%22%93}&#8221;]<\/p>\n<h1><strong><b><span style=\"color: #000000;\"><span style=\"color: #ff0000;\">Nuevo permiso por nacimiento:<\/span> claves legales y organizativas para empresas<\/span><\/b><\/strong><\/h1>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row custom_padding_last_edited=&#8221;on|phone&#8221; _builder_version=&#8221;4.27.2&#8243; _module_preset=&#8221;default&#8221; custom_padding_tablet=&#8221;&#8221; custom_padding_phone=&#8221;0px||||false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.25.2&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; link_text_color=&#8221;gcid-87f22874-55a4-4fbd-86d5-9133756862c6&#8243; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{%22gcid-87f22874-55a4-4fbd-86d5-9133756862c6%22:%91%22link_text_color%22%93}&#8221; sticky_enabled=&#8221;0&#8243;]<\/p>\n<p><span style=\"font-weight: 400;\">La legislaci\u00f3n laboral evoluciona, y las empresas deben hacerlo tambi\u00e9n.<\/span><span style=\"font-weight: 400;\"><br \/><\/span><span style=\"font-weight: 400;\">Con la aprobaci\u00f3n del <\/span><b>Real Decreto-ley 9\/2025<\/b><span style=\"font-weight: 400;\">, se ampl\u00eda el permiso por nacimiento y cuidado del menor a <\/span><b>17 semanas por progenitor<\/b><span style=\"font-weight: 400;\">, retribuidas, intransferibles y con mayor flexibilidad de disfrute. Un cambio que implica revisar estructuras internas, protocolos de gesti\u00f3n y previsi\u00f3n de recursos.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Desde <\/span><a href=\"https:\/\/desarrollo.rankingonline.com\/ecija\/\"><b>ECIJA Advisory<\/b><\/a><span style=\"font-weight: 400;\"> analizamos qu\u00e9 supone esta reforma y c\u00f3mo puedes preparar tu organizaci\u00f3n.<\/span><\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row custom_padding_last_edited=&#8221;on|phone&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_padding_tablet=&#8221;&#8221; custom_padding_phone=&#8221;0px||||false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.25.2&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; link_text_color=&#8221;gcid-87f22874-55a4-4fbd-86d5-9133756862c6&#8243; header_2_font_size=&#8221;28px&#8221; header_3_font_size=&#8221;18px&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{%22gcid-87f22874-55a4-4fbd-86d5-9133756862c6%22:%91%22link_text_color%22%93}&#8221; sticky_enabled=&#8221;0&#8243;]<\/p>\n<h2><b>Un cambio legal con impacto operativo<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">La norma afecta a nacimientos, adopciones o acogimientos que se produzcan a partir del <\/span><b>2 de agosto de 2024<\/b><span style=\"font-weight: 400;\">, aunque las semanas adicionales solo podr\u00e1n disfrutarse desde el <\/span><b>1 de enero de 2026<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A partir de esa fecha, cada progenitor contar\u00e1 con <\/span><b>tres semanas m\u00e1s<\/b><span style=\"font-weight: 400;\"> de permiso (pasando de 16 a 19), de las cuales 1 semana se adiciona al permiso por nacimiento y 2 semanas al permiso por cuidado que podr\u00e1n <\/span><b>aplazarse y disfrutarse hasta que el menor cumpla ocho a\u00f1os<\/b><span style=\"font-weight: 400;\">. En el caso de <\/span><b>familias monoparentales<\/b><span style=\"font-weight: 400;\">, el permiso asciende a <\/span><b>32 semanas<\/b><span style=\"font-weight: 400;\">, de las cuales <\/span><b>4 ser\u00e1n tambi\u00e9n aplazables<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">El permiso sigue siendo:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Retribuido al 100\u202f% con cargo a la Seguridad Social.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Personal, individual e <\/span><b>intransferible<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Compatible con jornadas <\/span><b>completas o parciales<\/b><span style=\"font-weight: 400;\">, seg\u00fan acuerdo con la empresa.<\/span><\/li>\n<\/ul>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;||||false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.25.2&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; link_text_color=&#8221;gcid-87f22874-55a4-4fbd-86d5-9133756862c6&#8243; header_2_font_size=&#8221;28px&#8221; header_3_font_size=&#8221;18px&#8221; global_colors_info=&#8221;{%22gcid-87f22874-55a4-4fbd-86d5-9133756862c6%22:%91%22link_text_color%22,%22link_text_color%22%93}&#8221;]<\/p>\n<h2><b>Mayor flexibilidad, m\u00e1s exigencias organizativas<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">La nueva regulaci\u00f3n permite que las semanas adicionales se disfruten <\/span><b>de forma interrumpida<\/b><span style=\"font-weight: 400;\">, siempre que exista un preaviso de <\/span><b>15 d\u00edas<\/b><span style=\"font-weight: 400;\">. En casos donde ambos progenitores trabajen en la misma empresa, esta podr\u00e1 <\/span><b>coordinar los periodos para evitar solapamientos<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Esta ampliaci\u00f3n, aunque positiva para la conciliaci\u00f3n, <\/span><b>complica la planificaci\u00f3n de plantillas y la gesti\u00f3n de RRHH<\/b><span style=\"font-weight: 400;\">, especialmente en entornos con equipos reducidos o alta rotaci\u00f3n. Las pymes ser\u00e1n las primeras afectadas si no se adaptan con antelaci\u00f3n.<\/span><\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; link_text_color=&#8221;gcid-87f22874-55a4-4fbd-86d5-9133756862c6&#8243; header_2_font_size=&#8221;28px&#8221; header_3_font_size=&#8221;18px&#8221; global_colors_info=&#8221;{%22gcid-87f22874-55a4-4fbd-86d5-9133756862c6%22:%91%22link_text_color%22,%22link_text_color%22%93}&#8221;]<\/p>\n<h2><b>Implicaciones legales transversales<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">La reforma no se limita al Estatuto de los Trabajadores. Tambi\u00e9n modifica:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">El <\/span><b>Estatuto del Empleado P\u00fablico<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">La <\/span><b>Ley General de la Seguridad Social<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Esto exige revisar:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Protocolos internos de RRHH.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Modelos de contrato y formularios est\u00e1ndar.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Manuales de permisos y comunicaci\u00f3n interna.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">No implementar correctamente estas medidas podr\u00eda acarrear <\/span><b>conflictos jur\u00eddicos o bloqueos operativos<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; link_text_color=&#8221;gcid-87f22874-55a4-4fbd-86d5-9133756862c6&#8243; header_2_font_size=&#8221;28px&#8221; header_3_font_size=&#8221;18px&#8221; global_colors_info=&#8221;{%22gcid-87f22874-55a4-4fbd-86d5-9133756862c6%22:%91%22link_text_color%22,%22link_text_color%22%93}&#8221;]<\/p>\n<h2><b>\u00bfQu\u00e9 debe hacer tu organizaci\u00f3n ahora?<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Aunque el disfrute del nuevo permiso se aplaza a 2026, conviene <\/span><b>actuar ya<\/b><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Identificar<\/b><span style=\"font-weight: 400;\"> trabajadores que podr\u00edan acogerse a esta medida.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Actualizar documentaci\u00f3n laboral<\/b><span style=\"font-weight: 400;\"> y sistemas de gesti\u00f3n.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Formar<\/b><span style=\"font-weight: 400;\"> a los departamentos de RRHH y n\u00f3minas sobre las nuevas condiciones.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Anticipar escenarios<\/b><span style=\"font-weight: 400;\"> para evitar cuellos de botella operativos.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">La planificaci\u00f3n temprana garantiza una transici\u00f3n fluida y evita riesgos jur\u00eddicos.<\/span><\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; link_text_color=&#8221;gcid-87f22874-55a4-4fbd-86d5-9133756862c6&#8243; header_2_font_size=&#8221;28px&#8221; header_3_font_size=&#8221;18px&#8221; global_colors_info=&#8221;{%22gcid-87f22874-55a4-4fbd-86d5-9133756862c6%22:%91%22link_text_color%22,%22link_text_color%22%93}&#8221;]<\/p>\n<h2><b>Desde ECIJA Advisory te ayudamos a prepararte<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">En <\/span><a href=\"https:\/\/desarrollo.rankingonline.com\/ecija\/\"><b>ECIJA Advisory<\/b><\/a><span style=\"font-weight: 400;\"> no solo interpretamos la norma, <\/span><b>la aplicamos contigo<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Te acompa\u00f1amos en la revisi\u00f3n de tus pol\u00edticas internas, la adaptaci\u00f3n contractual y la gesti\u00f3n del nuevo marco con plena seguridad jur\u00eddica.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00bfNecesitas asegurar una implementaci\u00f3n adecuada y sin conflictos?<\/span><\/p>\n<p><a href=\"https:\/\/desarrollo.rankingonline.com\/ecija\/contacto\/\"><b>Contacta con nuestro equipo laboral.<\/b><\/a><\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; header_2_font_size=&#8221;28px&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<h2><b>Preguntas frecuentes sobre el nuevo permiso por nacimiento<\/b><\/h2>\n<p>[\/et_pb_text][et_pb_accordion icon_color=&#8221;gcid-87f22874-55a4-4fbd-86d5-9133756862c6&#8243; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;||||false|false&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{%22gcid-87f22874-55a4-4fbd-86d5-9133756862c6%22:%91%22icon_color%22%93}&#8221; sticky_enabled=&#8221;0&#8243;][et_pb_accordion_item title=&#8221;\u00bfCu\u00e1ntas semanas son?&#8221; open=&#8221;on&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;||||false|false&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; sticky_enabled=&#8221;0&#8243;]<\/p>\n<p><span style=\"font-weight: 400;\">Se aumenta a 17 semanas el permiso por nacimiento, tanto a padres como madres y es retribuido 100%. A \u00e9stas 17, se adicionan 2 semanas para cuidado de los hijos hasta que tengan 8 a\u00f1os, que si fueran retribuidas. Total 19 semanas por nacimiento y cuidado.<\/span><\/p>\n<p>[\/et_pb_accordion_item][et_pb_accordion_item title=&#8221;\u00bfDesde cu\u00e1ndo se aplica?&#8221; open=&#8221;on&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;||||false|false&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">Desde el 2 de agosto de 2024 para nacimientos, adopciones o acogimientos. El disfrute de las semanas adicionales podr\u00e1 solicitarse a partir del 1 de enero de 2026.<\/span><\/p>\n<p>[\/et_pb_accordion_item][et_pb_accordion_item title=&#8221;\u00bfLas nuevas semanas son retribuidas?&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;||||false|false&#8221; global_colors_info=&#8221;{}&#8221; open=&#8221;off&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">S\u00ed. Todo el permiso se mantiene cubierto al 100\u202f% por la Seguridad Social.<\/span><\/p>\n<p>[\/et_pb_accordion_item][et_pb_accordion_item title=&#8221;\u00bfEl disfrute es obligatorio?&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;||||false|false&#8221; global_colors_info=&#8221;{}&#8221; open=&#8221;off&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">No. Las semanas extra son voluntarias, flexibles y no transferibles.<\/span><\/p>\n<p>[\/et_pb_accordion_item][et_pb_accordion_item title=&#8221;\u00bfQu\u00e9 cambia para familias monoparentales?&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;||||false|false&#8221; global_colors_info=&#8221;{}&#8221; open=&#8221;off&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">Tendr\u00e1n derecho a 32 semanas de permiso, 4 de las cuales se pueden disfrutar hasta que el menor cumpla 8 a\u00f1os.<\/span><\/p>\n<p>[\/et_pb_accordion_item][et_pb_accordion_item title=&#8221;\u00bfPuede disfrutarse a tiempo parcial o interrumpido?&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;||||false|false&#8221; global_colors_info=&#8221;{}&#8221; open=&#8221;off&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">S\u00ed. Siempre que se pacte con la empresa y se comunique con al menos 15 d\u00edas de antelaci\u00f3n.<\/span><\/p>\n<p>[\/et_pb_accordion_item][et_pb_accordion_item title=&#8221;\u00bfLa empresa puede denegar el permiso?&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;||||false|false&#8221; global_colors_info=&#8221;{}&#8221; open=&#8221;off&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">Solo por causas justificadas, como la coincidencia del disfrute si ambos progenitores trabajan en la misma empresa.<\/span><\/p>\n<p>[\/et_pb_accordion_item][et_pb_accordion_item title=&#8221;\u00bfQu\u00e9 medidas debo tomar como empresa?&#8221; _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_padding=&#8221;||||false|false&#8221; global_colors_info=&#8221;{}&#8221; open=&#8221;off&#8221;]<\/p>\n<p><span style=\"font-weight: 400;\">Revisar la documentaci\u00f3n interna, formar a los equipos y adaptar los sistemas de previsi\u00f3n y gesti\u00f3n de permisos.<\/span><\/p>\n<p>[\/et_pb_accordion_item][\/et_pb_accordion][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Nuevo permiso por nacimiento: claves legales y organizativas para empresasLa legislaci\u00f3n laboral evoluciona, y las empresas deben hacerlo tambi\u00e9n.Con la aprobaci\u00f3n del Real Decreto-ley 9\/2025, se ampl\u00eda el permiso por nacimiento y cuidado del menor a 17 semanas por progenitor, retribuidas, intransferibles y con mayor flexibilidad de disfrute. Un cambio que implica revisar estructuras internas, [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":2638,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"<!-- wp:paragraph -->\r\n<p>Welcome to WordPress. This is your first post. Edit or delete it, then start writing!<\/p>\r\n<!-- \/wp:paragraph -->","_et_gb_content_width":"","footnotes":""},"categories":[40],"tags":[],"class_list":["post-2631","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Permiso por nacimiento: nueva normativa 2026 | ECIJA Advisory<\/title>\n<meta name=\"description\" content=\"El permiso por nacimiento se ampl\u00eda a 19 semanas por progenitor. 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