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The duration of new contracts decreases to a minimum within 17 years and 63% do not exceed a week


The large increase in permanent contracts that occurred in the past year had nothing to do with the Duration from these companies. Nothing else, 63.8% of contracts signed in December did not exceed a week, and all contracts signed during 2022 recorded the duration of the last 17 years. Specifically, average duration shrinkage It was 48.3 days last year compared to 53.4 days in 2021, which is a decrease of 9.5% over the first year of the labor reform.

These are the main conclusions that emerged from the “Quarterly Observatory of the Labor Market” prepared by the Adecco Group and the Cuatrecasas Institute for Legal Strategy in Human Resources, which also analyze Employment map It arose after the implementation of new labor regulations that penalize the use of temporary contracts.

In fact, four decades out of ten undefined Those signed in 2022 were permanent, on-off, two in ten indefinite contracts were part-time, while the remaining 40% were full-time. In other words, six out of ten permanent companies have not hit the 160 hours per month of a normal permanent contract.

This same dynamic was observed in contract performance in the first month of the year. In January 2023, 1,151,747 contracts were signed, down 24.1% from the previous year, of which 670,443 were temporary (-50.6% yoy) and 481,304 were permanent. Triple that in January 2022.

Within contracts for an indefinite period intermittent constant The total number was 169,999, multiplying the figure for January 2022 by more than seven. Thus, of the total primary contracts in January, 58.2% were temporary contracts and 41.8% were permanent contracts, of which 35.5% were non-continuous fixed. The latter thus accounts for 14.8% of all initial contracts.

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From intermittent to intermittent

At this point, the director of the Adecco Group Institute, Javier Blascoasserts that one of the criticisms leveled at labor reform after the first year of its implementation is precisely “the portrayal of permanent, intermittent workers as a new paradigm of work quality and sustainability.”

Companies lost Flexibility and solutions to cover temporary staffing needs, which must coexist with other, stable or semi-stable, forms of staffing. It is for this reason that it is not surprising that the private staffing agency sector claims to increase its involvement in this type of contractual method, providing solutions to fixed, non-continuous needs, which are complemented by ambitious rehabilitation plans, Blasco advocates.

for his part, Guillermo Tina, the Cuatrícas Institute director of legal strategies in human resources, warns that in 2023 there will be “a complex paradox to manage: the need to adapt and retrain employees and the lack of talent to be able to meet many of these business challenges”. “So, this is going to take all the innovation and creativity of the teams to attract and recruit companies,” he adds.

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