Iberia and the union illustration signed the ultimate settlement this Monday for the implementation of an Employment Regulation File (ERE) of a strictly voluntary nature that can have an effect on 996 staff, round 9.4% of the overall workforce. The pact, which concludes after weeks of negotiations, establishes the departure circumstances for 753 floor workers, 137 cabin crew (TCP) and 106 pilots. The administration of the airline, built-in into the IAG group, linked the measure to organizational optimization wants after the reconfiguration of the market within the hub of Madrid-Barajas.
The last circumstances of the settlement enhance the phrases mentioned through the negotiation, which was stagnant over the share of remuneration for early retirements. The present textual content establishes a cost of 80% of the online wage for staff who go for voluntary departure, in comparison with the 75% initially proposed by the corporate. It contemplates incentivized go away for these below 60 years of age for all teams with an quantity of 35 days, with a most of 30 month-to-month funds and a minimal of 1 yearly cost; and early retirements beginning at age 61 within the case of floor and pilots and 58 for TCPs, with 80% of the regulatory wage.
The settlement has been closed with the flight unions Sepla, Sitcpla, Stavla, Candidatura Independiente, UGT and CC OO, along with the bottom unions CCOO, UGT and Asetma (92% of the union sections).
The voluntary departure program is predicated on two predominant monetary axes: early retirement and incentivized go away. For the bottom crew and pilots, the age of entry to early retirement has been set at 61 years, whereas for cabin crew (TCP) it’s lowered to 58 years, considering the specificities of their employment and contribution regime. In each instances, the settlement ensures 80% of the online regulatory wage till age 65.
For staff below 60 years of age who don’t attain the early retirement thresholds, the corporate has established an incentivized sick go away scheme. The compensation of 35 days per 12 months labored represents a premium over the 20 days per 12 months established by present laws for collective dismissals for financial or productive causes. The restrict of 30 month-to-month funds acts as a most restrict, though the institution of a minimal annuity protects workers with much less seniority within the firm.
The breakdown by operational areas displays the load of floor providers within the restructuring. The 753 positions affected on this phase correspond primarily to the areas of upkeep and company providers. Sources near the negotiation indicated that this adjustment responds to the digitalization of administrative processes and the advance of effectivity within the hangars. Regarding flight personnel, the 106 pilot and 137 TCP positions signify an adjustment proportional to the retirement of much less environment friendly plane fashions and the simplification of the fleet.
The execution schedule foresees that the primary membership functions can be processed through the second quarter of 2026. The course of can be carried out in a staggered method to keep away from disruptions in operations through the excessive summer season season. The airline has confirmed that it’ll preserve coaching plans for employees who stay with the corporate, specializing in the operation of the brand new widebody fleet.
Union consensus
The ratification of the doc comes after a interval of consultations marked by the divergence in financial expectations. The help of 92% of social illustration gives authorized safety to the method. Unions comparable to Sepla (pilots) and Sitcpla (TCP) harassed that the strictly voluntary nature of the file eliminates the chance of traumatic departures. The participation of UGT and CC OO on each fronts (land and flight) ensures the cohesion of the plan in any respect operational ranges of the airline. According to representatives of CC OO after the signing, the settlement consists of monitoring clauses to confirm that the variety of voluntary adhesions doesn’t exceed the utmost quota established by every skilled class.
The signing of this settlement permits Iberia to start the execution of its restructuring plan earlier than the tip of the primary half of 2026. With the signing of the settlement, the airline closes a cycle of labor changes that started with the disaster within the sector in 2020.
The transfer happens in a context of monetary stabilization for the IAG group. According to the corporate’s official assertion, the target is to ensure operational competitiveness towards the entry of latest worldwide operators on transatlantic routes, sustaining the price construction aligned with its present fleet capability.
The optimization in hub Madrid-Barajas is a strategic precedence for IAG. The Madrid airfield features as the principle connection node between Europe and Latin America. The strain from low-cost long-haul airways and the enlargement of Middle Eastern operators have pressured the corporate to evaluation its mounted value base, in addition to the lack of the dealing with contract at a number of the predominant Spanish airports.
Iberia administration argues that the reconfiguration of the post-pandemic market requires a extra agile construction. The entry of latest Airbus A350 and A321XLR plane, with decrease upkeep wants and larger effectivity in gas consumption, reduces the demand for technical personnel and floor providers for every seat kilometer provided.
International Consolidated Airlines Group (IAG), father or mother firm of Iberia, British Airways, Vueling and Aer Lingus, has accelerated its effectivity plans in all its subsidiaries. After reporting an working revenue of three,507 million euros within the final fiscal 12 months, the group seeks to guard its profitability from the volatility of gas costs and the geopolitical tensions that have an effect on worldwide routes.
https://elpais.com/economia/2026-03-30/iberia-y-sindicatos-cierran-acuerdo-de-ere-voluntario-para-996-empleados.html