Post by account_disabled on Mar 9, 2024 8:50:08 GMT
This context the labor market is likely to suffer a certain slowdown with a loss of labor dynamism, which in has offered a spectacular number of million employed people and year-on-year growth in affiliation with more than workers than in December. and, therefore, the affiliation rate and the level of indefinite contracts may fall and, consequently, the unemployment rate will rise upwards, closing with unemployed) and still with a notable structural unemployment of more than 1,5 million long-term unemployed. Also in 2023 there was a notable migration boom to consolidate one million more foreigners residing in Spain in the biennium and reach a historical record of 48,4 million inhabitants in our country. Employment growth has two walls linked to the increase in company costs: one, the increase in social contributions including those derived from the expected increase in the SMI although it affects only 1,6 million workers and another, the revaluation clauses salary and increases in salary costs to compensate for the increase in inflation. In many sectors, both variables will once again create tensions and reduce business margins, which may lead to a scenario of drip termination processes or through employment regulation files. The challenge of creating 1,5 million new full-time jobs to reduce the unemployment rate to 10% in 2025 therefore seems difficult to achieve.
There are also important discrepancies about the impact on real unemployment (not registered unemployment) of the new 2 million annual discontinuous permanent employees since in periods of non-activity they do not appear as unemployed and are already a new source of labor flexibility for companies. but also of job insecurity, especially in situations of non-voluntary discontinuity. However, it should not be UK Phone Number denied that the labor reform has reduced the temporary employment rate to 17%, the lowest in the XNUMXst century. In the field of Social Security, contributory pensions rose by 2023% in 8,5 and non-contributory pensions by 15% and contribution rates (MEI) also rose by 0,6% for companies. A more moderate increase of 5% in contributions is foreseeable in 2024 on maximum and minimum bases and, for its part, the MEI will rise by 0,1% to 0,7%. Also in 2023, a new contribution system for the self-employed was approved according to their income and valid until 2025, the extension of which until 2032 will have to be negotiated in the coming months.
Likewise, tax incentives for individual and company employment plans are notoriously insufficient (contributions have been drastically reduced in the last two years) despite the approved experiences of sector collective agreements and with the incentive of possible mandatory membership. of companies and workers within the functional scope of such agreements. However, the dilemma between the principles of sufficiency and sustainability will continue, since pension spending will increase by 10.000 billion in 2024 and will reach the figure of billion euros. The 10 labor trends in the labor market in Spain: Quo Vadis? In this macroeconomic and labor market panorama and taking into account the political program of the new coalition Government, the following 10 labor relations trends can be identified in the Labor Agenda 2024 that will entail major changes in labor regulations and with an impact on the management of labor relations in companies: 1. Reduction of working hours due to legal imperative. In 2024, the weekly working day will be reduced by law to 38,5 hours in and to hours in , without salary reduction, which will require modifying art. 34.1 of the Workers' Statute and by legal imperative and according to the hierarchy relationship between law and collective agreement ex art.of the Statute and will have a cascading impact on hundreds of sector and company agreements and will reach 12 million workers.
There are also important discrepancies about the impact on real unemployment (not registered unemployment) of the new 2 million annual discontinuous permanent employees since in periods of non-activity they do not appear as unemployed and are already a new source of labor flexibility for companies. but also of job insecurity, especially in situations of non-voluntary discontinuity. However, it should not be UK Phone Number denied that the labor reform has reduced the temporary employment rate to 17%, the lowest in the XNUMXst century. In the field of Social Security, contributory pensions rose by 2023% in 8,5 and non-contributory pensions by 15% and contribution rates (MEI) also rose by 0,6% for companies. A more moderate increase of 5% in contributions is foreseeable in 2024 on maximum and minimum bases and, for its part, the MEI will rise by 0,1% to 0,7%. Also in 2023, a new contribution system for the self-employed was approved according to their income and valid until 2025, the extension of which until 2032 will have to be negotiated in the coming months.
Likewise, tax incentives for individual and company employment plans are notoriously insufficient (contributions have been drastically reduced in the last two years) despite the approved experiences of sector collective agreements and with the incentive of possible mandatory membership. of companies and workers within the functional scope of such agreements. However, the dilemma between the principles of sufficiency and sustainability will continue, since pension spending will increase by 10.000 billion in 2024 and will reach the figure of billion euros. The 10 labor trends in the labor market in Spain: Quo Vadis? In this macroeconomic and labor market panorama and taking into account the political program of the new coalition Government, the following 10 labor relations trends can be identified in the Labor Agenda 2024 that will entail major changes in labor regulations and with an impact on the management of labor relations in companies: 1. Reduction of working hours due to legal imperative. In 2024, the weekly working day will be reduced by law to 38,5 hours in and to hours in , without salary reduction, which will require modifying art. 34.1 of the Workers' Statute and by legal imperative and according to the hierarchy relationship between law and collective agreement ex art.of the Statute and will have a cascading impact on hundreds of sector and company agreements and will reach 12 million workers.
