The management of Airbus in Spain has put on the table a new salary proposal for its staff that links salaries to the real CPI and foresees a recovery of purchasing power of 7.6% over a period of five years, with a validity that would extend until 2030. At the same time, the company commits to fully maintaining the current teleworking agreement with the aim of halting the strike called.
According to what the company has conveyed in an internal communication sent to all work centers after the mediation meeting held this Thursday at the headquarters of the Interconfederal Mediation and Arbitration Service (SIMA), this is its final offer for the new Collective Agreement. However, Airbus conditions the application of the text on the unions proceeding to withdraw or, at least, to immediately suspend the strikes.
The company maintains that the continuity of the mobilizations is generating a "critical" situation for the ordinary development of the business and for the relationship with the clients of the aerospace group. In the document, the management explains that it has received warnings and signs of concern from clients considered strategic, who demand operational stability and regularity in deliveries, which is why it considers it essential to recover a normalized work environment as soon as possible in order to close the agreement.
The message from the top management of Airbus insists on the need for a calm and respectful dialogue that allows for a sustainable framework for both the staff and the future competitiveness of the company in Spain. In this regard, the management hopes that the mediation process at SIMA will facilitate a meeting point that restores normality to the group's factories and offices.
"To achieve the stability required for a final understanding, we have conditioned the conclusion of our offer to the withdrawal or suspension of the strike," emphasizes the company in its communication.
Salary review, "April Effect" and other economic improvements
In terms of remuneration, Airbus's final proposal includes the indexing of salaries to the real CPI, accompanied by a recovery of 7.6% of purchasing power distributed over five years, with effects until 2030. This general review is supplemented by an additional 0.5% intended for individual salary reviews (RSI) and another 0.5% reserved to address internal professional promotions.
To resolve the economic conflict known as "April Effect," the company plans to pay a one-time extraordinary payment of 2,000 euros net per worker, which will be effective in the January 2027 payroll, in order to compensate for the accumulated differences.
Labor conditions, vacations, absenteeism, and teleworking
Regarding the organization of work, Airbus commits to maintaining the current teleworking agreement unchanged and to respecting the individual agreements already signed with employees, keeping the current limit of 40% of the workday in remote mode.
Concerning annual leave, management rectifies its initial approach and agrees to maintain the previous vacation scheme: 2 mandatory weeks and 2 flexible weeks, the specific enjoyment of which will be agreed upon individually with each direct supervisor.
In terms of absenteeism control, the multinational confirms the suspension of the Bradford system and commits to refunding, within a maximum period of two months from the ratification of the agreement, the deductions made in payroll. Additionally, a parity working group will be established to design a new model for the prevention and monitoring of absenteeism.
Social services, transportation, and flexible hours
In the area of social services, the company will reduce the price of the cafeteria menu from 5 euros to 3.5 euros starting October 1, with the commitment to review the rates annually to maintain a competitive price and ensure the sustainability of the service.
Regarding collective transportation, the current routes and system will be maintained, while the Mobility Committees will be responsible for studying possible specific adjustments and the specific coverage for the month of August.
Management also aims to identify those positions that allow, due to their technical characteristics, to introduce greater voluntary flexibility in entry and exit times. However, it clarifies that this measure will not apply to personnel directly linked to production lines so as not to jeopardize industrial commitments.
Bromo Project, Cádiz plants, and professional career
For the staff integrated into the Bromo Project who will move to the new Joint Venture, Airbus guarantees that the conditions of the local Collective Agreement will remain in force from the first day until a new text is agreed upon in the new company. Likewise, seniority will be preserved without a probation period and access to internal employment within Airbus.
Regarding the facilities in Cádiz, the company plans to establish a specific committee before November 1, 2026, to analyze in detail the current operational agreements and plan for future workload and investment needs in the province.
In parallel, between 2026 and 2027, a complete review of the job catalog and the salary policy will be addressed, with the aim of improving the progression of the technical career, variable compensation systems, and LMA categories. Negotiations on these aspects will open before the end of 2026.
Upcoming meetings and launch of the Phoenix Project
After the summer break, Airbus will activate next week the so-called Phoenix Project, an initiative aimed at rebuilding trust with the workforce, listening to their concerns, and promoting a cultural change in the relationship between management and workers.
In the coming days, the company will enable direct communication channels, including the dissemination of a question and answer document and the organization of open house sessions, both in-person and virtual, to clarify doubts and gather proposals.
The next formal mediation meeting between management and the legal representation of the workers is scheduled for next Tuesday at SIMA. In that meeting, Airbus will reiterate that achieving a definitive agreement depends on a scenario without strikes or mobilizations.
"We are fully committed to reaching an agreement. We see a great goodwill in many areas, which gives us the confidence that we can succeed in finding a common way forward," the company assures.