Family businesses, like other organizations, face increasingly complex management of their employees. Neglecting to adapt to recent regulatory and economic changes with workforce implications can be a source of conflict and hinder opportunities.
This is the conclusion from the statement made. held on Friday, October 14 with AEFA at the headquarters Quatrecasas in Alicante. a meeting forum serving Validating the urgency of economic and regulatory adaptation, particularly fostering family businesses Those most affected by the current inflation environment and the latest regulatory changes.
FirstlyThe strong salary increases agreed in the collective agreement have an impact on many companies.Due to the escalation of inflation, it is necessary to seek ways of harmonization in the labor law, which allows the increase in labor costs to be neutralized or postponed.
On the other hand, in a significant part of the recruitment, especially due to the recent reform on this issue, companies, they had to involve the discontinuous fixed staff (first of all, contractors) are facing a drastic change in the model and must ensure the correct functioning of this contract, which requires knowing the keys and adapting them to the production needs.
Another important conditioning factor for the management of the family business workforce, which has been consolidated after recent legislative changesIt is the assurance of a person’s rights such as not being discriminated against due to their health status, sexual freedom or LGTBI rights. According to this new regulation, every business decision of the company must always have an objective justification that distinguishes it from any discriminatory motive.
The most technologically advanced family businesses also have to adapt to a new regulatory framework. Specifically, those who use algorithms directly or through suppliers to automate workforce content decisions (selection and hiring, promotions, control and oversight, layoffs) should follow the latest Ministerial Guidelines to inform their use.
Apart from the above, on the other hand, we cannot forget, Although we are leaving the pandemic behind, family businesses applying ERTE and exemptions from Social Security contributions during this period They were subject to the dividend distribution ban currently under review by the Labor Inspectorate.
Owners of the family business are also not exempt from regulatory changes. Specifically, those registered with RETA as self-employed companies, A new contribution system that opens different scenarios from January 1, 2023.
Another important area of reform was the last Bankruptcy Law. giving more space to pre-bankruptcy proceedings, this must be known, at some point we need to anticipate situations that may become more complex in the future.
Finally, Having employees on the basis of maximum contribution, no internal complaint channels in the company or no business reconciliation problems, They will soon have to occupy the company as legislative changes are being prepared on these issues that they will have to adapt to.
Definitelynow demands great resilience capacity from the family business in the face of economic and regulatory changes, This has to be faced with the awareness that adaptation is inherent in any business project. And it should not be forgotten that behind many of these changes there is also opportunity.