Sustainable Mobility Law: obligations and benefits for Spanish companies

Law 9/2025 of 3 December on Sustainable Mobility, which entered into force on 5 December 2025, marks a turning point in the way mobility is conceived in Spain.

Its objective is to structurally transform the movement of people and goods by aligning the transport system with climate commitments, energy efficiency goals, and improvements in air quality.

For companies, this law does not represent merely a new regulatory obligation. It introduces a framework that directly impacts work organisation, talent management, cost planning, and ESG strategy. In this article, we explain what the Sustainable Mobility Law entails, its key points, benefits, and obligations for Spanish companies, so you can understand its scope and turn regulatory compliance into a real competitive advantage.

What is the Sustainable Mobility Law and what does it aim to achieve?

The Sustainable Mobility Law is a national regulation that establishes the foundations for a more efficient, inclusive, and low-emission transport model. Its approach goes beyond transport as infrastructure, positioning mobility as a citizen’s right and a strategic lever for climate, economic, and social policy.

Its main objectives include the progressive decarbonisation of mobility, reducing energy dependency, improving public health through lower air pollution, and integrating mobility into urban, territorial, and labour planning.

For the first time, the law explicitly recognises people’s right to access sustainable mobility, fundamentally changing how cities, industrial estates, and workplaces are designed.

Key obligations for Spanish companies

The Sustainable Mobility Law places part of the responsibility for the ecological transition directly on the business sector. Beyond statements of intent, the regulation establishes specific obligations for Spanish companies, particularly in relation to the management of work-related travel.

One of the most relevant aspects for businesses is the obligation to address mobility linked to workplaces. The law is based on a clear premise: commuting and work-related travel are a significant source of emissions and must be managed in a structured way.

Workplace Sustainable Mobility Plans (WSMPs)

Companies with more than 200 employees or more than 100 employees per shift are required to develop, negotiate, and implement a Workplace Sustainable Mobility Plan by 5 December 2027. This plan is not a purely formal document with no operational impact; it is a living tool that must be integrated into the organisation’s day-to-day management.

The WSMP must be based on a rigorous diagnosis of the workforce’s actual mobility patterns—how employees commute, which modes of transport they use, the distances travelled, and how shifts, schedules, and locations influence those journeys. Without this prior analysis, any measure lacks real effectiveness.

Based on this diagnosis, the plan must define concrete actions aimed at reducing the environmental impact of work-related mobility. The law prioritises promoting collective public transport, active mobility such as walking or cycling, reducing emissions linked to private vehicles, and encouraging flexible arrangements such as remote working or staggered schedules.

Monitoring is a central element of the WSMP. Companies must establish indicators to periodically assess results, identify deviations, and adjust measures when necessary. Continuous improvement is no longer a recommendation—it becomes an implicit requirement of the model.

Where there is no legal employee representation, the company is required to set up a specific negotiating committee to address the design and implementation of the plan.

Workforce negotiation and participation

The law introduces a strong social dimension to mobility management. Workplace Sustainable Mobility Plans must be negotiated with employee representatives or, where none exist, with an internal committee created for this purpose. This obliges companies to ensure transparency in the use of mobility data and to design measures adapted to the operational and geographical reality of each site.

This negotiation is not a mere formality. In practice, many companies are incorporating sustainable mobility commitments into collective bargaining agreements, reinforcing their long-term stability and making them a structural part of labour policy.

Direct benefits for companies

Although the law has a regulatory starting point, its proper implementation generates clear and measurable business benefits, including:

Reduced operating costs

Optimising work-related mobility has a direct impact on cost structures. Reducing reliance on private vehicles lowers expenses associated with subsidised parking, fleet management, and energy consumption. In addition, adopting sustainable mobility solutions facilitates access to tax incentives and public support programmes.

Digitising mobility data enables evidence-based decision-making, reduces inefficiencies, and helps anticipate future needs.

Improved carbon footprint and ESG reputation

Workplace Sustainable Mobility Plans enable direct and quantifiable reductions in emissions linked to commuting and work-related travel. For medium-sized and large companies, this reduction can represent one of the most significant improvements in Scope 3 carbon emissions.

Beyond environmental performance, the reputational impact is substantial. Companies that integrate sustainable mobility into their strategy position themselves as organisations aligned with the ecological transition—an increasingly important factor for clients, investors, and financial institutions. Installing EV charging infrastructure or actively promoting collective transport sends a clear signal of genuine commitment, not mere declarations.

Talent attraction and retention

Mobility has become a key factor in the employee experience. Facilitating access to the workplace through sustainable options, offering public transport passes, or enabling flexible working arrangements directly improves job satisfaction.

In tight labour markets, this advantage can be decisive.

Access to funding and subsidies

The law establishes specific instruments such as the State Fund for Contribution to Sustainable Mobility, which prioritises projects with prior planning, clear objectives, and measurable results. Companies with a well-defined WSMP are better positioned to access national and European funding.

Sustainable mobility also opens the door to innovative projects in collaboration with public authorities and private partners, integrating companies into broader innovation and energy transition ecosystems.

Penalties and risks of non-compliance

The Sustainable Mobility Law includes a sanctions regime for non-compliance, whether due to failing to prepare the plan, not negotiating it properly, or not carrying out its monitoring. Penalties may include fines proportionate to company size, exclusion from public subsidies, and restrictions on access to public contracts.

Beyond the financial impact, reputational risk is significant. In a context of increasing ESG scrutiny, failing to comply with such a visible obligation can undermine the trust of clients, investors, and employees. Sustainable mobility should therefore be addressed as a structural risk management policy.

How to implement the Sustainable Mobility Law in a company

Effective implementation requires cross-functional coordination.

The process begins with an immediate diagnosis of current mobility, followed by the establishment of a negotiating committee within the first few months. Designing the Workplace Sustainable Mobility Plan typically takes between six and twelve months, after which negotiation with employees and the gradual implementation of measures begins.

Once operational, the plan should be reviewed periodically (usually every two years) and integrated into corporate reporting systems. Human Resources, sustainability, operations, legal, and finance teams must work together to ensure coherence and effectiveness.

Sustainable mobility as a business opportunity

The Sustainable Mobility Law introduces a profound shift in the relationship between companies, work, and territory. For Spanish organisations, this is not just about complying with a new regulation—it is about rethinking mobility as a strategic variable.

The benefits are clear: lower costs, improved productivity, stronger talent retention, enhanced reputation, and greater access to financing.

Companies that integrate sustainable mobility intelligently will be better prepared for an increasingly demanding regulatory, economic, and social environment.

At Manglai, we support organisations in integrating sustainability strategies and regulatory reporting, where sustainable mobility is becoming a key pillar of ESG performance.

If you would like to explore how to measure the real impact of these policies, we recommend reading our article on the benefits of reducing your company’s carbon footprint.

FAQs about the Sustainable Mobility Law

Do all companies have to comply with the Sustainable Mobility Law?‍

No. The requirement to implement a WSMP mainly applies to companies with more than 200 employees or more than 100 per shift. However, other general sustainability obligations may affect all companies.

What happens if my company does not negotiate the plan with employees?‍

The regulation requires negotiation with legal employee representatives. If none exist, a committee must be established within the workplace.

Can I communicate voluntary measures even if my company is not required to comply?‍

Yes. Companies can act in advance and design sustainable mobility initiatives to benefit from tax incentives, improve their ESG reputation, and prepare for future regulatory changes.