Spain approves 35-hour workweek for civil servants, but exemptions spark union concern

Spain is poised to implement a 35-hour workweek for approximately 250,000 public employees across ministries, public agencies, and state-dependent entities, starting potentially in March. This initiative, approved by the Ministry of Spain under Óscar López, aims to modernize the public sector and improve employee work-life balance. The move is part of the broader Marco Agreement for Improvement of Public Employment and Citizen Service, initially agreed upon over three years ago.

Exclusions fuel union discontent

However, the implementation isn't universal. Crucially, the proposal excludes key personnel involved in security, defense, and essential services. This exemption has drawn considerable criticism from labor unions who argue for broader application. The government intends to circumvent parliamentary hurdles by using a royal decree or ministerial instruction for implementation, further fueling union concerns about a lack of transparency.

Who is exempted and why?

The exemptions primarily affect military personnel within the Armed Forces, National Police and Civil Guard officers, and employees within Penitentiary Institutions. These roles necessitate adapted schedules and shifts. Furthermore, staff in educational, healthcare, and institutional centers, including teachers and support staff in Ceuta and Melilla, are excluded due to the impracticality of flexible hours without impacting public service delivery.

Military personnel seek equitable treatment

Union representatives view these exclusions as a significant obstacle to ongoing negotiations. They highlight the disparity between civilian and military employees, with the latter working under different conditions. The Marco Agreement, established until 2028, aims for broader improvements, and these exclusions pose a challenge to achieving those goals.

Negotiations and union demands

CSIF, the largest union in the General State Administration (AGE), is demanding the measure be enshrined as basic legislation, encompassing all AGE personnel without exceptions. While acknowledging the government's willingness to negotiate, the unions have presented a series of demands, including early retirement schemes, effective teleworking implementation, increased internal promotion opportunities, updated service-related indemnities, and strengthening of the Muface mutual benefit system.

Upcoming meetings and next steps

A meeting is scheduled for February 23rd to discuss these demands further, preceding the formal General Negotiation Table’s convening. Following this, the State Secretariat will issue detailed instructions and necessary adaptations to ensure service coverage, prioritizing citizen needs and work schedules. The final instructions regarding working hours and schedules will then be published in the BOE (Official State Gazette).

Key dates and timeline

• March (Expected): Implementation of the 35-hour workweek
• February 23rd: Meeting between government and unions to discuss outstanding demands
• Upcoming: Formal General Negotiation Table convening

Potential impact on public services

While the 35-hour workweek aims to improve employee well-being, concerns remain regarding its potential impact on public services. The government's focus on adapting schedules and ensuring service coverage will be crucial to mitigating any disruption. The success of the initiative hinges on careful planning and collaboration between the government and labor unions.