The management of Telefónica has informed this Monday to the unions with the greatest representation (UGT, CC OO and Sumados-Fetico) that (ERE) will affect 5,040 employees of the three main subsidiaries ―Telefónica España, Móviles y Soluciones―, which represents 37% of the total workforce of 13,597 workers of these companies that are subject to the Related Companies Agreement (CEV).
Specifically, Telefónica presented this Monday the three files announced in organizational, technical and production cases, with a global impact of 5,040 people. The impact by subsidiaries is as follows: 3,649 people at Telefónica de España (41.04% of a total workforce of 8,892 workers); 1,124 people at Telefónica Móviles (31.34% of a total of 3,587 workers); and 267 people at Telefónica Soluciones (23.89% of 1,118 workers).
They will be known this Tuesday, in another meeting of the negotiating table. Until the scope of these layoffs is communicated, the total number of those affected will not be known out of the total workforce that Telefónica employs in Spain, which amounts to 25,000 workers.
If the ERE were applied with this initial proposal, the total number of employees in the three companies would decrease from 13,597 to 8,557 workers. However, these figures will be significantly reduced during the negotiation process. In the last ERE of 2024, which affected only these three companies covered by the CEV, there was a 33% reduction in the impact during the negotiation, which went from 5,124 in the initial proposal to 3,421 workers finally affected. If the layoffs that will be communicated tomorrow, Tuesday, to the other four affected companies are added, the total figure of initial impact will be between 6,000 and 7,000 employees.
The company notified its intention to present a collective dismissal process last Monday, the 17th, to the workers’ representatives. Between Monday and Tuesday of this week, the negotiation tables of each of the affected subsidiaries will be established. Once established, management and worker representatives will have a period of 30 days to negotiate both the final number of layoffs and the economic conditions of the departures. If the maximum deadlines are exhausted, the agreement can be signed before the end of this year, as the company intends in order to allocate the cost of the ERE in the accounts for the year 2025.
Union petitions
The unions have demanded that, in parallel with the negotiation of the ERE, the tables of all collective agreements be opened immediately, and have demanded a minimum validity of them until 2030 to guarantee job stability, and in coherence with the duration of the Strategic Plan Transform & Grow which extends from 2026 to 2030.
The union organizations reject the possibility of reaching segmented agreements that individually address each of the subsidiaries involved. In this sense, they emphasize that their support for any ERE within the group is subject to guaranteeing the future of the entire workforce that continues to be linked to the company. This commitment explicitly includes the extension of the different collective agreements until 2030.
Likewise, worker representatives maintain that the principle of voluntariness is an essential requirement in any labor separation process. They have set as the central objective of the negotiation table to equal, or even exceed, the conditions established in the ERE agreed in 2024, which facilitated the departure of 3,421 employees through a scheme of early retirement and incentivized leave.
[Noticia de última hora. Habrá ampliación en breve]
