A formal delegation meeting brought together key stakeholders: the president of Avecal, Marián Cano; Álvaro Sánchez, the director general of the AEC; CCOO representative Miguel Ángel Cerdá Galvañ; and UGT representative Francisco Soler Navarro. The purpose of the gathering was to endorse a structured holiday framework for the footwear sector operating in Elche and the Elda Valley, aligning vacation periods across companies and their workers to promote consistency and predictability in the industry.
The agreed framework sets the official holiday window for the sector’s Elche and Elda Valley plants to run from August 1 to August 31. This unification aims to ensure that workers in the footwear sector enjoy their holidays in a manner that is as uniform as possible while still respecting the operational needs of each business. The objective is to minimize operational disruptions while protecting workers’ rest requirements during the peak summer period.
In situations where production schedules, cash flow considerations, or urgent order fulfillment require a shorter vacation period, companies and workers can mutually agree to reduce the standard 30-day holiday block. When such reductions occur, the days not taken must be compensated by scheduling equivalent holiday days at other times during the year, including opportunities during Christmas or other extended breaks. This provision preserves workers’ entitlements while offering flexibility to employers to maintain continuity of service.
Meanwhile, for enterprises located in Villena, the holiday structure follows a separate window, with a first period from July 17 to July 30 and a second period from September 4 to September 10. Any remaining vacation days can be negotiated directly between the company and its employees, providing a degree of adaptability to fit local production cycles and market demand.
Regarding remuneration during holidays, the agreement specifies that the employee’s standard monthly salary, as established by their contract, will be paid in addition to an average incentive premium. The calculation of these incentives is based on the worker’s average earnings over the preceding thirteen weeks of work, ensuring fair compensation for time off while reflecting recent performance and tenure.
Lastly, the document outlines a contingency mechanism for companies that encounter difficulties aligning their vacation schedules with the agreed dates. If consensus cannot be reached with workers, the matter will be referred to the mediation commission, which will propose new dates or adjustments for consideration. A formal deadline was set for submitting these fresh proposals to the mediation commission, establishing a clear timeline to resolve scheduling disputes and maintain industrial harmony.