The General Union of Workers (UGT) expressed this Friday its "absolute rejection" of the supposed "attempt at manipulation" by the management of Airbus, after it was taken for granted that the company and the unions UGT, ATP, CCOO, and SIPA had reached a principle of understanding to unlock the ongoing labor conflict.
"UGT has made it clear in its interventions that any proposal it received would be submitted to debate in assembly [this Monday] and to a possible subsequent referendum. And that will continue to be the case: UGT HAS NOT SIGNED ANY AGREEMENT OR PRE-AGREEMENT WITH THE COMPANY THIS MORNING AT THE MINISTRY OF INDUSTRY," the union stated in a statement.
The union center insists that a "dignified exit" to the internal tensions in the multinational is essential and emphasizes that, in the emergency meeting held at the Ministry of Industry and Tourism with the CEO of Airbus, Guillaume Faury, its role was limited to formally receiving the proposal conveyed by the company.
The meeting was attended by the Minister of Industry, Jordi Hereu, who acted as a mediator between the company and the union organizations. However, UGT has "clearly" reproached that the strike committee was not fully constituted, as two of the calling unions were left out of the meeting, despite ATP, CCOO, SIPA, and UGT collectively representing 88% of the workforce.
At the end of the meeting, Hereu defended before the media that the principle of understanding reached was "magnificent" because "the workers were winning in their salary and labor conditions" and, at the same time, "the competitiveness and industrial viability of Airbus Spain" was reinforced.
In a note, Airbus highlighted the "understanding" with the unions, which, with the support of the Ministry of Industry, would facilitate "the necessary consensus" to submit the new proposal to the workforce for consultation.
According to the company, the offer incorporates "final improvements and specific clarifications" and "guarantees that Airbus in Spain maintains a strong and competitive position." Among its central elements, Airbus emphasizes the commitment to pay the real CPI and to recover 7.95% of purchasing power, distributed proportionally over four years, until 2029, fully maintaining the current telework agreement.
The annual salary reviews, all referenced to the CPI, will be increased with an additional rise of 2% each year, except in 2029, when the increase will be 1.95%. Hereu valued that the proposal "addresses each and every element of labor policy, in terms of mobility or flexibility."
The parties have agreed to submit the offer to a binding referendum in which all employees of Airbus in Spain will participate throughout this month of September, with the aim of giving them enough time to analyze the content.
Key points of the new proposal
In the salary area, the document includes the allocation of an additional 0.5% for individual salary reviews (RSI) and another 0.5% specifically aimed at financing internal professional promotions.
To compensate for the so-called 'April Effect', the company contemplates a one-time payment of 2,000 euros gross, of a non-consolidable nature, which will be made effective in October 2025.
Regarding teleworking, the current policy is maintained and respect for individual agreements, including 40% of remote work hours. The particular agreements that contemplate two days of remote work will remain in effect and will also apply to new hires.
As for vacations, the current scheme is preserved: two weeks of mandatory rest instead of three and two weeks of flexible vacation instead of one. The wording is specified so that the planning of rest periods is agreed upon between each worker and their direct supervisor, taking into account both the needs of the company and personal circumstances.
The text also provides for identifying those positions in which voluntary flexibility of entry and exit is technically feasible, making it clear that this option will not apply to personnel directly linked to production lines, in order not to compromise industrial objectives.
Regarding the Bromo Project, the maintenance of the conditions set out in the collective agreement is guaranteed from day one and until the negotiation of a new agreement in the resulting company, preserving seniority without a probation period and access to internal employment at Airbus.
In addition, the company has withdrawn the appeal filed with the Supreme Court regarding the so-called Bradford concept, agreeing to the total elimination of the withdrawal of the supplement, the reimbursement of the amounts in October, and the establishment of a joint working group to design a new absenteeism control system.
In the case of the plants in Cádiz, management commits to establishing a specific committee before November 1, 2026, to analyze in detail the operational agreements and plan for future workload and investment needs in the province.