Employers and unions agree to raise salaries by 4% in 2023 and 3% in 2024 and 2025

Just a year after blowing bridges between employers and unions to set up a framework for wage increases in the midst of the inflationary crisis, and five months after resuming these same talks to try to bring the Employment and Collective Bargaining Agreement (AENC) closer together. ) Representatives of CEOE, Cepyme, UGT, and CC.OO reached an agreement this Friday Raising salaries in the next three years. As ABC was able to confirm, the proposal already on the table, which will be signed all day Friday, is considering salary increase by 4% in this year 2023 and 3% in 2024 and 2025. The agreement also includes a salary requirement up to 1% For the annual increase in case of price deviation.

organization headed by Antonio Garamendi He has called an extraordinary board of directors to convene for next Monday, when the agreement is to be ratified. In principle, the agreement will be understandable by both employers and unions, bearing in mind that the increase set for this year is in line with the revaluations that are agreed upon in the new collective agreements, signed this year. Specifically, these salary increases are already capped at an average of 4.82%. If we look at those previously agreed upon, the average increase stands at 2.91% (so the average salary increase by agreement is 3% as of March 2023).

However, the agreement, at the cost of knowing the details in the next few hours, will remain halfway between the demands of the central unions and the red lines marked by the employers’ representatives. We must remember that the crucial point that prevented us from creating the AENC framework was the inclusion of the Salary review items demanded by the unions and rejected by the employers completely because it posed a risk element to the viability of companies by forcing them to compensate in the payroll for the CPI which a year ago was out of control but this year, although it has moderated (set at 3.3% in March) , and will continue to affect the purchasing power of workers this year.

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It was at the end of last year when the door opened for the agreement, which is now about to be announced. Unions indicated at the time that the salary review provision would not necessarily offset the difference between the increase made and the increase in the CPI. Also at that moment, the CEO confirmed that the size of the increase was a point subject to negotiation and discussion, and that it was not an obstacle to signing the agreement. AENC.

assignments of the parties

However, to reach this point of agreement, occurring after a few weeks in which the rhetoric of the unions had hardened towards the position of the employer, even threatening massive mobs and strikes beginning to fall in the workplaces where there was a collective agreement to sign, both parties let their hair down. cat.

We must remember that at the beginning of the year UGT And CC.OO. Transfer of offer to CEO rejected at 5% for 2022, 4.5% for 2023, 3.75% for 2024, additional increase due to inflation skew in each year of agreement, introduction of new standards on salary review clause, which is no longer only related With the evolution of prices, but also with the economic progress of companies.

Well, at this point The first task Of the unions that have already given up on the 2022 wage battle and that it was one of the employer’s rejection because it forced companies to implement retroactive salary increases. the The second task of unions in the total size of the advancement. In either case, the current agreement and the last union offer, the framework was for three years. But with a difference, the union offer demanded 13.25% in those three years while the documented agreement reaches 10% until 2025.

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and one The third task, at the expense of knowing the details of the agreement, in the formation of these revision clauses. If in the first stage of negotiations before the year UGT and CC.OO. They advocated an ‘approximate’ clause, which would offset all deviations between increases and inflation – which was 5.6 percentage points in 2022 – in the second proposal, as mentioned, a clause that combined CPI and corporate earnings was expected so it was not Apply it the same way in every situation and in every company.

However, the entities proposal led by Pepe Alvarez And deaf unai It involved the government in developing a business benefits monitor that would factor in salary review items – and it was proposed to the Social security and the tax agency Developing the database with the statistical information available to them – and this was the point that again raised the Executive Director, who ended up rejecting this negotiating framework.

Now, though the final agreement is in a simplified form, it will include a clause based on price deviation, which the businessmen have refused from the outset. However, on account of the details, as mentioned, it will not be directly related to price hikes and does not appear to include the company’s profit rate in the calculation. But, even with a maximum of 1% each year, there will be such a requirement, which can be understood as a transfer from the employer. Although it seems to happen in the face of the show.

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