Seat management and its unions have focused intensely on the early retirement plan proposed by the company, a measure aimed at aligning workforce needs with the realities of a shifting automotive landscape. The initiative centers on providing a structured opportunity for eligible workers to exit the company on favorable terms, a move seen as a practical response to the industry’s evolving demands and the push toward electrification.
During the final negotiation session for the new collective agreement held last Friday, management agreed that all workers would be eligible to participate in the plan. The eligibility period extends from the month following the employee’s 61st birthday, with participation open to staff across all roles, as disclosed by CCOO and UGT and subsequently approved by Seat. This broad eligibility underscores a strategic effort to manage aging demographics and future labor needs without abrupt disruptions.
Consequently, direct employees who elect to join the retirement program during the 2022-2026 window are projected by union estimates to include 590 individuals, with indirect employees contributing 740, culminating in a total of 1,330 potential exits. The plan is designed to balance voluntary departures with the objective of maintaining organizational stability and preserving core operations during a period of transition.
In total, the 1,330 workers who could retire early represent an increase of 200 departures beyond the previously discussed figure of 1,130, which was considered at an earlier negotiation. The plan allows entry for employees who are not part of the production area and who reach the age of 62, reflecting a targeted approach to workforce optimization that prioritizes smoother exits while safeguarding critical production capabilities.
The company views these arrangements as a path to reduce the workforce in a non-disruptive manner after the substantial reallocation required by the electric vehicle program. The shift has already led to a significant surplus in jobs, with estimates suggesting a 2,800-position adjustment as production emphasis pivots toward electrification. This context helps explain why non-core roles are being addressed through voluntary retirement as a preferred tool for restructuring.
Moreover, the two offices involved in the negotiations have ensured that Seat commits to continuing monthly payments through age 65. The compensation package is designed to cover 70 percent of pre-retirement salary, including seniority pay, bonuses, and equipment allowances. This structure aims to provide financial continuity for participants while supporting a gradual and dignified transition from active service.
The company emphasizes that eligibility for participation in the retirement program, coupled with the broader economic and organizational conditions, will influence the consideration of other proposed measures during ongoing negotiations. These may include salary review provisions and a new vacation system, all of which will become part of the final agreement for the forthcoming labor deal. The process reflects a comprehensive approach to balancing compensation, benefits, and workforce planning in a changing market environment.
By tying the non-traumatic exit plan to the overall validity of the current agreement, the governance around these terms remains aligned with the broader contractual framework. The XX Convention, which governs this arrangement, is set to expire on 31 December 2026, signaling a finite window for implementing the retirement plan within the established bargaining timeline and ensuring that any adjustments are properly integrated into the contract’s lifecycle.
Seat has described the contract suspension program as a practical mechanism to minimize redundancies while enabling the organization to adapt to the challenges of electrification. The aim is to build a more agile and efficient company, capable of meeting future demands without compromising the stability of remaining employees or the continuity of critical operations. The negotiation outcome reflects a measured approach to workforce optimization that seeks to protect both the company’s strategic objectives and workers’ financial security during a time of significant industry transformation.