Labour reform of the European Union
In Navarre and the Autonomous Community of the Basque Country, the number of casual workers exceeds 20% in most companies. By one third, this percentage of workers without permanent employment exceeds 40% of the workforce. The main type of contract is the eventual contract due to production circumstances, followed by the contract for works and services. In the case of Navarre, of the contracts signed in 2021, the definitive ones were 6.85%, half of the contracts were of an eventual type due to the circumstances of the production and 22% of the works and service contracts.
The data show a clear duality and systemic character in the Basque peninsular labour market. In this era of postfordism, subcontracting and the precariousness of working conditions is the strategy of capital towards work, which has been deepening in the last 50 years. In order to ensure labour flexibility, labour rights must be denied and the exercise of these rights reduced as a result of corporate harassment and repression. This explains the fraudulent and massive use of temporary contracts. It's not an anomaly, it's a normality.
Look, from Madrid they offer us a new labor reform, saying that it is a breakthrough for the workers, insisting that it is taking the path to end that duality. If we want to break the duality of the labour market, we must surely have an impact on the whole employment relationship, not just on the recruitment section. The reform has worked on the flexibility of penetration – that is, the types of contracts – but it has not worked on the flexibility of exit – layoffs and the termination of employment contracts – measures that strengthen the position of the worker. Dismissal is currently free; the company may, in return, incur illegality.
"The agreement between the government, employers and trade unions is not opposed to the core elements of the Labour Reforms of 2010 and 2012"
The agreement between the government, employers and trade unions is not opposed to the core elements of the Labour Reforms of 2010 and 2012, i.e. to the deployment of internal and external flexibility for companies. Internal flexibility leaves in the hands of the company a change in working conditions: time, place of work, work shifts… External flexibility is based on free dismissal, which has been simplified, making it increasingly cheaper. It stresses the flexibility of measures based on economic, productive, technical and organisational reasons, which facilitates economic redundancies and the adoption of internal measures in the company.
Behind it is the European Union, one of the conditions for receiving European funds for this labour reform. To do so, this game of scammers is proposed in order to statistically reduce the temporary hiring that generates shame, promoting other kind of precarious contracts. The problem of a systemic nature will not be overcome by amending an article of the Staff Regulations. On the other hand, there is a relegitimization of the trade union model promoted and supported by the 1978 Regime, which seeks to exclude various trade union alternatives.
This decade is going to be economically unstable. Rapid introduction of technological change and the transformation of business structures are intended. The current role of each territory in the European and global economy is at stake, spreading uncertainty about the economic specialisation of the future. Faced with this, the economic powers want to control labour disputes, they need a trade unionism committed to the system. That is the intention that can follow the latest labour reform to be carried out from Europe and to be implemented from Madrid.
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