SEPE and Autism Spain: what changes for companies and employment services in 2026

Key data

Spanish public employment services are going to change how they serve people with autism spectrum disorder. SEPE and the Autism Spain Confederation have signed a collaboration agreement—published in the BOE on September 9, 2026 and in force since July 29, 2026—that requires the organization to adapt training, data and infrastructure to improve labor inclusion of this group.

The agreement does not generate direct obligations for private companies nor does it imply budget disbursement between the parties. However, its effects are relevant for any organization that works with SEPE, manages selection processes with ASD candidates or is part of the protected employment and third sector ecosystem.

What does this regulation establish?

The agreement distributes concrete commitments between the two signatory parties. Below are all the obligations included in the agreement:

The parity Monitoring Commission is the control mechanism of the agreement: it ensures that commitments are executed and allows bilateral detection of deviations or breaches.

Economic and operational impact

The agreement does not imply direct economic transfer between SEPE and Autism Spain. There is no subsidy, budget allocation, or cost passed on to third parties resulting from this agreement.

The impact is mainly operational and institutional:

• Catalog of Training Specialties: The inclusion of specialized training in autism expands the available offer for workers, employment counselors and employment technicians. Companies that use continuing education bonuses will be able to access these new modules once incorporated into the catalog.
• Disaggregated data in labor market reports: For the first time, SEPE will publish specific statistics on the employment situation of people with ASD. This improves the visibility of the group and facilitates decision-making by third sector entities, HR departments and administrations.
• Cognitive and sensory accessibility: Validation by Autism Spain of SEPE procedures and spaces may result in changes in the organization's in-person and digital services, with an effect on all users of its services.

Who does it affect?

• People with autism spectrum disorder (ASD) who come to SEPE seeking guidance, training or labor intermediation.
• SEPE professionals (counselors, employment technicians, service staff) who will receive specific training in care for autistic people.
• Third sector entities linked to autism: associations, foundations and special employment centers that collaborate with SEPE or manage insertion pathways for people with ASD.
• Companies with diversity and inclusion plans that work with ASD candidates through public employment services.
• HR departments of organizations that participate in supported employment or protected employment programs.

Practical example

An association member of the Autism Spain Confederation that manages labor insertion pathways for people with ASD in collaboration with the SEPE office in its province will see how its contact person at the organization will have received specific training on care for autistic people, provided by Autism Spain itself.

Furthermore, when that association prepares its annual report or requests data to justify projects to funders, it will be able to consult SEPE's labor market reports and find, for the first time, specific disaggregated statistics on the employment situation of the ASD collective, without needing to estimate them or cross indirect sources.

For its part, if that same association detects that the procedure for registering as a job seeker generates sensory or cognitive barriers for its users, it will be able to channel that observation through the parity Monitoring Commission, which has the capacity to convey concrete improvements to SEPE.

What should companies do now?

1. Third sector entities and ASD associations: Identify the SEPE contact person in your province and verify if the training actions provided for in the agreement have already been initiated. The parity Monitoring Commission is the channel to report incidents or propose improvements.
2. HR departments with diversity programs: Be alert to updates in SEPE's Catalog of Training Specialties to incorporate new modules on autism in your subsidized training plans.
3. Special employment centers and insertion companies: Take advantage of the new availability of disaggregated data on ASD in SEPE's labor market reports to strengthen reports, project justifications and subsidy applications.
4. HR consulting and advisory firms: Inform your clients in the social and disability sectors about changes in SEPE's services, especially regarding cognitive and sensory accessibility of procedures.

Official source

Consult complete regulation in official source

Notice: This article is for informational purposes only and does not constitute legal advice. For specific decisions, consult a qualified professional. Source: https://www.boe.es/diario_boe/txt.php?id=BOE-A-2026-18887