“wonder” and the impulse to worry swirl around shoe companies as the Labor Inspectorate and Social Security appear unclear when evaluating the implementation of contracts that are discontinuous and variable. The push toward converting thousands of workers into permanent staff could end the flexibility that factories rely on to adapt to seasonal fashion demands.
Since the Labor Reform was approved, many employers have tightened criteria to keep employment figures stable. Yet communications from the agencies have created tension, showing up as different percentages of annual working hours when workers are asked to become permanent, even if their routine status would traditionally be considered ordinary. This inconsistency breeds a sense of inequality, leaving manufacturers unsure of what to expect next.
Both the national employers’ association and regional groups have pressed for a meeting with Labor Inspectorate leadership to clarify the situation and to seek a practical guide for companies to follow.
“The issue is not the legislative change itself, but the arbitrary application of temporary parameters by the Labor and Social Security Inspectorate,” notes the association chair. He argues that comments on the new regulations risk compromising the viability of companies and reflect a broader ignorance of the industry’s realities.
“We need clear, unified criteria to move forward. If that does not happen, it will be very difficult for the sector to build its manufacturing and industrial activities here and to safeguard the thousands of jobs that have been created,” insists the association’s leader.
The first major hurdle, as explained by the association, lies in the algorithms used by the Labor Inspectorate to calculate working days for employees at inspected facilities. The cyclic nature of footwear production, with its two distinct seasonal peaks, adds another layer of complexity. In addition, inspectors have urged the conversion of contracts for workers who have logged a lower percentage of hours during the year, without clear justification according to industry representatives. The time periods studied also vary, which in turn affects the determination of maximum working days for a fixed labor schedule — a variation that yields different results. This is especially problematic in an industry that spikes in production during summer and winter seasons and must manage a flexible workforce to meet demand.
Puig seeks an alliance with employers and shoe unions to avoid the impact of the stagnant situation.
“There is a deep misunderstanding of how the industry operates. The increase in production and the resulting administrative bottlenecks create an imbalance that unfairly burdens the footwear sector compared with other industries,” comments the head of the regional association.
Employers are calling for better coordination as well. Several cases have emerged where inspectors requested documents already provided to another inspector weeks earlier. In practice, document requests should be routed through the appropriate channels to avoid duplication and speed up the process. This coordination is seen as essential to preserving the sector’s competitiveness while ensuring compliance.