The Airbus Negotiating Commission will resume talks this Thursday morning at the headquarters of the Interconfederal Mediation and Arbitration Service (SIMA-FSP), in a decisive meeting to try to channel the labor conflict and stop the strike called by UGT, CGT, and UTIL.
This new appointment comes after the meeting last Tuesday was interrupted at the request of the multinational's own management, which asked to have in writing the doubts and requests raised by the union organizations before continuing to advance in the discussion of the proposals put on the table by the company.
In the previous session, all the union sections represented in Airbus (CCOO, SIPA, and ATP-SAE, in addition to the unions that have called for the strike) participated, and it was chaired by the global director of Human Resources, Carmen Maja-Rex.
During that meeting, the executive delivered a document in which several of the company's commitments in areas such as remuneration, temporary incapacity, work organization, and employment guarantees in the different factories of the group are specified and developed.
In the chapter on Temporary Incapacity (IT), the company confirmed that it has submitted the withdrawal of the appeal it had before the Supreme Court, a procedure that has already been accredited before the SIMA.
This step will entail the reimbursement to the staff of the amounts deducted for this concept in the first payroll in which it is technically feasible to carry out the reimbursement.
In addition, Airbus proposes the creation of a parity group to negotiate an alternative model for reducing absenteeism that excludes absences justified by illness, accident, or sanction from its computation.
Regarding salaries, the corporate offer includes a general increase linked to the real CPI, along with a recovery supplement for purchasing power that aims to achieve a cumulative increase of 5% between 2026 and 2027, postponing the negotiation of the portion corresponding to the period 2028-2030 to a later date.
This scheme would add an additional 0.5% for individual salary review, another 0.5% for promotions, and a 0.5% annual consolidable budget for progressions and technical career development within the job catalog.
The company also proposes an extraordinary mechanism for controlling the CPI with minimum and maximum limits, as well as the commitment to review before the end of the year the internal regulations PG-121D and PG-225 on transparency and equitable remuneration, with the idea of incorporating them into the VIII Collective Agreement.
Regarding working hours and conditions, Airbus commits to maintaining the current teleworking policy, keeping the two days of remote work outlined in the individual agreements.
With respect to vacations, the current framework will be preserved, ensuring two consecutive weeks of rest during the summer.
For plant services, management proposes to create before November 1, 2026, the commission that will negotiate the reduction of the cafeteria price, as well as commissions for sustainable mobility to address issues of routes, collective transport, and flexibility of entry and exit times.
Concerning the Bromo Project and the Cádiz plant, the multinational guarantees that the conditions outlined in the current collective agreement will be maintained from the first day of the Space Joint Venture, respecting the seniority of the staff and without introducing new trial periods.
Likewise, it commits to launching before November 1 a specific commission to review the current local agreements in Cádiz.
Despite the advances recorded in the document, the social side demanded greater precision to adjust the negotiation to the demands of the workforce, aimed at strict compliance with legal and conventional obligations, the reversal of unilateral decisions, and the opening of effective dialogue processes.
In light of these demands, the company urged the trade union organizations to submit their proposals in writing, which led to postponing the discussions until this Thursday, in a meeting set for 9:30 a.m.
From the UGT representation, they have insisted that it is not possible to keep going around the pre-agreement reached last July, understanding that it was completely "surpassed" after being rejected by the workforce both in assembly and in referendum.
The union has appealed to responsibility and "good faith" negotiation to avoid returning to the model of labor relations that caused the conflict, reiterating its willingness to maintain ongoing dialogue until a satisfactory solution is achieved for all workers.