Telefónica indicators the ERE with the unions, which can value 2,500 million for five,500 departures | Economy | EUROtoday

The administration of Telefónica and probably the most consultant unions (UGT, CC OO and Fetico-Sumados) have signed this Monday the Employment Regulation File (ERE) for the seven affected subsidiaries of the group, which can imply the minimal departure of 4,525 employees, though the corporate estimates that 5,500 employees will lastly enroll. The minimal variety of departures represents a discount of 25.6% in comparison with the 6,088 departures proposed firstly of the negotiations, and represents 26.2% of the entire workforce within the seven affected subsidiaries, which quantities to 17,248 staff.

The firm has evaluated that the price of the labor adjustment will likely be round 2,500 million euros earlier than taxes, which it should provision within the accounts for this fiscal 12 months 2025, of which 2,300 million correspond to Telefónica España and Movistar Plus+, and 200 million to the Corporate Units. The operator’s estimate is that 5,500 staff will profit from the adjustment, virtually 1,000 greater than the minimal quantity agreed with the unions. With this estimate, the price per worker could be about 454,000 euros, considerably larger than the 380,000 euros per employee of the earlier ERE of 2024, which meant the departure of three,420 staff with a complete value of 1,300 million euros.

With this restructuring, the corporate expects to realize common annual financial savings of 600 million euros beginning in 2028, attaining a optimistic influence on money era as early as 2026, in response to the related reality despatched to the CNMV.

“All these agreements will allow, among other aspects, to continue betting on loyalty and attracting the best talent, investing in the development of differential capabilities and consolidating new, more flexible and digital ways of working, on the premises of autonomy, individual responsibility and contribution to results. In parallel, work continues on the simplification of the operating model,” the corporate indicated in its assertion to the inventory market regulator.

​The membership schedule for the completely different subsidiaries will likely be activated instantly after the Christmas interval. For employees of the businesses of the Related Companies Agreement (CEV) (Telefónica España, Móviles y Soluciones) and the worldwide items or GBU’s (Telefónica Global Solutions, Innovación Digital and Telefónica SA), the voluntary software interval will open on December 29, concluding on January 26 for GBUs and January 29 for the CEV. In the case of Movistar+, staff will be capable to submit their software between January 7 and February 6, thus permitting the circulate of exits to start to materialize successfully throughout the first quarter of 2026.

Finally, the method will conclude its administrative section in mid-February, at which era the ultimate resolutions will likely be managed. Between February 12 and 16, the corporate will talk the acceptance of voluntary requests and can notify doable compelled surpluses in these areas, particularly throughout the GBUs, the place the exit aims haven’t been coated.

The bulk of the adjustment will correspond to the businesses coated by the CEV, with 3,765 minimal departures (2,925 in Telefónica de España, 720 in Mobile and 120 in Solutions); adopted by the 585 from the worldwide items or GBUs (109 in Telefónica Global Solutions, 182 in Digital Innovation and 294 within the TSA guardian firm) and the 175 layoffs in Movistar+ tv. It must be famous that on Monday the corporate has decreased the variety of folks affected within the GBUs by 14 folks.

In the case of CEV corporations, the ultimate variety of layoffs just isn’t mounted, however will depend on how many individuals enroll voluntarily. The ground of three,765 departures is the minimal goal that the corporate needs to satisfy. If there are at the least 3,765 volunteers, there will likely be no extra compelled dismissals. The ceiling, which stays at 5,040 departures, is the utmost variety of licensed layoffs. Even if 6,000 volunteers confirmed up, the corporate would solely settle for 5,040; and if the variety of volunteers stays, for instance, at 3,500 folks, the corporate would perform 265 compelled dismissals to succeed in the minimal of three,765.

Regarding financial circumstances, compensation consists of completely different earnings brackets relying on the 12 months of delivery. Those born between 1969 and 1971 will obtain 68% of the regulatory wage till age 63 and 38% thereafter; these born between 1965 and 1968, 62% till age 63 and 34% after; and people born in 1964 or earlier than, 52% till age 63 and 35% later. To be part of voluntarily, 15 years of seniority are required within the CEV subsidiaries and 13 years within the GBUs, with a process that can prolong, at most, till December 31, 2026 within the latter. In addition, the GBUs embody voluntary bonuses of between 5,000 and 18,000 euros, relying on seniority, doubling the quantities initially proposed. Telefónica’s new ERE settlement incorporates a agency dedication to 10% job creation to steadiness the workforce and assure territorial cohesion.

Very advantageous agreements

Simultaneously, and following within the wake of the earlier collective dismissal course of, Telefónica has reached an settlement with the union facilities UGT, CC OO and Sumados-Fetico to increase the collective agreements of the seven subsidiaries linked to the ERE till December 31, 2030. The most important advance within the labor discipline for the workforce is the dedication reached by the group to extend salaries by 1.5% annually whereas the settlement is in power, affecting each the businesses of the CEV and the Global Units (GBUs), as detailed by union sources.

Likewise, the subsidiaries built-in into the CEV – the place most of Telefónica’s staff in Spain are grouped – will obtain an extra fee of 300 euros within the month of October, of which 150 euros will likely be consolidated yearly within the wage tables. Although the preliminary claims of the unions of those three subsidiaries pointed to will increase of greater than 1.5% yearly, two evaluate clauses have been agreed for the approaching years: one set for December 31, 2026 and one other on the finish of the settlement, December 31, 2030.

Regarding GBUs, the 1.5% enhance is not going to be utilized uniformly. 1% will likely be linear for your complete workforce, whereas the remaining 0.5% will likely be topic to the “discretion” of administration, which can decide the beneficiaries and the allocation standards. However, administration and social illustration have agreed that, if the actual inflation amassed on the finish of 2027 exceeds 4%, the corporate would perform a wage regularization as much as a most of 6%.

This methodology is recurring within the operator and has already been utilized throughout the present 12 months. Last February, the unions of the Global Units agreed for 2025 a rise of two.5% linear plus a 0.5% differential destined for inside fairness changes and promotions. However, employees could have two extra home windows in 2029 and 2030 to renegotiate wage scales. If a brand new consensus just isn’t reached, a linear enhance of 1.5% could be routinely executed for every of these years.

Apart from the remuneration ensures, Telefónica has validated a collection of social advantages for many of its divisions. In the Spanish subsidiaries, Móviles y Soluciones, the teleworking allowance has been prolonged to as much as 12 days, separating it from any productiveness or efficiency metrics. This non-face-to-face work mannequin will acquire flexibility: each steady and cut up shifts, it is possible for you to to work in particular person within the mornings and telework each afternoon, additionally eliminating quarterly management. Employees can also accumulate these teleworking days throughout the weeks of native holidays.

Another notable measure is that the agency chaired by Murtra has prolonged the 36-hour week to international items, a situation that till now solely the CEV subsidiaries loved after being a pioneering initiative within the Spanish market. Also noteworthy is the advance within the financial institution ensures that the operator offers for the acquisition of a main residence, which go from 75,000 to 100,000 euros, in addition to assist of three,000 euros for hire. A selected clause on synthetic intelligence can be included to safeguard the rights of pros.

The new CEV framework additionally contemplates the extension of dental insurance coverage protection as much as 313 euros, larger flexibility in permits for surgical interventions or accidents, the declaration of December 24 and 31 as non-working days, the division of free disposal days, the rise in mileage to 0.33 euros/km and the dedication to handle greater than 100 transfers within the brief time period.

Finally, for the Global Units, enhancements in time flexibility have been ratified, the incorporation of an extra day of personal enterprise, the popularity of the Christmas Eve and New Year’s Eve holidays and a proper dedication to employment stability.