Telefónica proposes to apply the conditions of the last ERE with early retirements from 55 years of age

Telefónica begins a new week of meetings between management and unions to define the scope of the employment regulation file (ERE) that the company has proposed for 6,088 employees of seven subsidiaries in Spain. With a view to signing an agreement before the end of the year, the group has put its first proposal on the table after addressing the workers’ positions. In it, union sources report, the company has proposed articulating the plan preferably through early retirement, replicating the economic conditions of last year’s ERE.

In this way, Telefónica offers employees born from 1969 to 1971 an income of 68% regulatory salary until age 63 and 38% until age 65. To the previous generation, those born between 1965 and 196862% up to the age of 63 and 34% between 63 and 65. Finally, those born in 1964 and earlier yearsoffers an income of 52% up to the age of 63, which is reduced to 34% between the ages of 63 and 65. Likewise, the proposal transferred to the unions includes the annual update of 1% of the regulatory salary in the second tranche, reversibility of income and a special agreement up to the age of 63, among other factors.

The proposal is addressed to the three companies attached to the agreement of related companies (Telefónica de España, Móviles and Soluciones), who concentrate the bulk of the adjustment with a proposal of 5,040 departures of the 6,088 proposed, and respects one of the major red lines drawn by the unions: equalizing the conditions to the previous ERE. Then, the cost of the departure of 3,420 people reached 1.3 billion euros (before taxes) for the company, which paid an average of about 380,000 euros per worker.

Union rejection

Once this proposal was received, UGT considered the offer insufficient after alleging that the company “maintains the possibility of applying up to 5,040 forced dismissals” before warning that his plan “eliminates the possibility of accepting voluntary requests in areas classified as critical or non-surplus.”

CCOO emphasizes this last aspect when assessing that the company has committed to detailing the impact in these areas. From Commissions they insist on agreeing a universal ERE and without forced dismissals. For its part, Sumados-Fetico focuses on the elimination of voluntary bonuswarning that it “doubly” punishes workers who have stayed longer in the company.

The company has called the unions to a new meeting to try to bring positions closer together in the interests of reach an agreement within a foreseeable period of one month. The communication deadlines for the ERE communicated to the workers represented by the three unions fit into times so that the agreement on it occurs before the end of the current fiscal year or at the very beginning of 2026 so that its impact no longer affects the accounts for the next fiscal year.