salary

In return, the salary rises up to 42,000 euros a year

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Last May, Denmark agreed extend retirement age ordinary up to a minimum of 70 years due to the increase in the life expectancy of the population. At the same time, the politicians who approved that measure enjoyed a life pension for the simple fact of having occupied a seat in folketing (Danish Parliament) for at least one year. The difference in criteria was so overwhelming, that Danish politicians have had no more alternative to cut their own privileges and eliminate that regulation. Golden Retirement for politicians. To date, the Danish legislation established that, with a single year of public work as a parliamentarian, the politician acquired the right to collect a life pension of some 35,000 monthly crowns. That is equivalent to about 4,692 euros per month until the end of their days. Unlike the rest of the population that before the reform could be withdrawn at age 67, the Danish parliamentarians were allowed retire at 60 years. Taking into account that According to dataFrom the OECD, the life expectancy of Denmark is 82 years on average, leads Danish politicians to charge a generous pension for about 22 years. Everything, for a single year of public service. Reforms for the one who comes behind. After the reform applied in the law that regulates the Viability of the pension systemeight parliamentary groups have agreed to sign a great pact with which these life pensions are revoked with 81 votes in favor and 21 against. The measure carried above the table Since 2016. However, politicians have decided that the measure will apply for the first time to the politicians who are chosen from the next elections, so future parliamentarians will adopt the “Almindelig Arbejdsmarkedspension” (normal labor market pension). Those who have already acquired that right providing their service in this legislature maintain their life pension, so the absolute purpose of the measure will not be achieved until 2090. “Our agreement makes the whole system much more understandable to citizens and, therefore, also guarantees greater acceptance,” He affirmed the leader of the parliamentary group Leif Lahn. More cuts … In addition to the cuts planned in the life retirement of the parliamentarians, the agreement also contemplates reduce the “compensation for dismissal“That those politicians who are not re -elected receive. Currently, deputies receive their full salary for two years after the end of their parliamentary work, while ministers and senior government charges receive three years of salary at the end of their legislature. With the new measure, this compensation is trimmed at one year of salary for all. According to They published Danish media, it is estimated that, with this agreement, the Danish coffers will save 20% in the expenses allocated to the members of folketing and the government team. Which is about 4.02 million euros. … and more increases. The change puts an end to the “golden” pension system and the Danish parliamentarians will be governed by the same labor regulations as the rest of the country’s workers, and will contribute 18.07% of their salary to the state pension fund, and will receive that same percentage of their salary for pension. However, such and As they point out from Dr. The cut in parliamentary pensions brings a large asterisk: politicians will receive a salary increase in return. Thus, future deputies will receive 948,000 crowns per year (about 127,090 euros) to 1,080,000 crowns (about 144,780 euros to change). A general increase of almost 18,000 a year. Salary increase for the Government. The salary increase will also affect the highest levels of the government. For the ministers, the rise will go from the 1,702,000 crowns per year (228,150 euros per year) currently charged by the Prime Minister, to 2,016,000 crowns (270,241 euros) that will charge in the following legislature. That is, an annual increase of 42,000 euros. For the positions of greater responsibility in the government, the salary will go from 1,920,000 crowns (257,386 euros) to 2,481,000 crowns (332,591 euros per year). In Xataka | If your dream is to retire at age 52 with 100% of the pension, Spain offers you a road: a high -risk job In Xataka | There is a man who has been working for the same company for 86 years. And you have no plans to retire Image | Unspash (Hannah Thiel), Flickr (News Oresund)

The most frequent gross salary in 2023 did not exceed 16,000 euros a year

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Salaries have been in the center of the political news before a consumer market With upward prices and a Mermous purchasing power for inflation in recent years. The National Statistics Institute (INE) has published the consolidated data of the ‘Salary Structure Survey’of 2023 and leaves a worrying fact: the most frequent gross salary in Spain does not exceed 16,000 euros a year. Downward wages. According to the data obtained by the INE on a base of 220,000 workers surveyed, the most frequent salary in Spain In 2023 it was 15,574.9 euros gross per year, a figure that received 4.6% of the total employees. This data is especially striking because it is a considerable decrease compared to 2021, but an increase with respect to 2022 that was 14,586.44 euros. Between 2018 and 2020, the INE data placed the most frequent salary at 18,468.9 euros per year, which shows a clear setback in the most common retribution. The second most frequent remuneration is already at 19,500.29 euros gross per year, salary that recognizes 4% of workers. In addition, the statistic indicates that one in four employees (25.6%) charged between 14,000 and 20,000 euros per year in 2023. In contrast, only 10% of employees earned more than 49,836 euros gross that year, while three out of four had a gross salary of less than 34,992 euros per year. The INE emphasizes that “many more workers appear in low values ​​than in the highest salaries.” The SMI effect. The main reason that explains the downward difference in the most frequent salary from 2021 is the Progressive Increase of SMI. This increase has caused salaries to be drastically reduced by the SMI, which In 2023 he set in 15,120 euros per year, which meant an 8% increase compared to 2022. This climb has made many workers who previously charged that amount They have seen their salary increased Until that level, making salaries in the strip of less than 16,000 euros more frequent. The average salary improves a bit. The concentration in low salaries in the strip between 14,000 and 16,000 euros has also promoted the average annual salary per worker. In 2023 it increased by 4.1% compared to the previous year, standing at 28,049.9 euros. This increase is the tenth consecutive year of growth, although the average salary is still well above the most frequent salary and medium salary (which divides the number of workers into two equal parts) that reached 23,349 euros per year. Gender differences. The salary difference by gender remains evident in the labor market of Spain. The average annual gross salary of men was 30,372.49 euros, while that of women stood at 25,591.31 euros per year. Although the salary of women grew 5.1% compared to 3.4% of men, women continue to charge only 84.3% of the average male salary. However, this difference is not attributable to discrimination because of gender since “it is reduced if similar jobs are considered.” Actually, the difference is derived from the greatest incidence of Part -time work among women (21.1%) against men (6.6%), resulting in a lower annual salary. The salary goes by sectors. The data of 2023 have revealed that the sector with the greatest annual remuneration was that of supply of electricity, gas, steam and air conditioning, with an average salary of 54,447.9 euros. This leaves this labor sector between The best paid with almost double the national average. They are followed by financial and insurance activities, with 48,922.8 euros per year. At the opposite end, hospitality workers, who received 16,985.78 euros and those of other services with 19,751.59 euros, figures well below the averagealthough both sectors experienced increases compared to 2022. Rich community, poor community. In the breakdown for autonomous communities, the Basque Country leads the ranking with an average salary of 33,504.9 euros, followed by Madrid (32,219.6 euros) and Navarra (31,199.6 euros). This average denotes a labor market with a predominance of employment in banking, industrial, technological and added value services, which offers higher salaries and, therefore, raises the salary average of these communities. On the opposite side, Extremadura (23,684.2 euros), the Canary Islands (24,033.5 euros) and Castilla-La Mancha (24,885.6 euros) registered the lowest wages, regions in which the low wages of the hospitality and agricultural sector have reduced the average salary. However, all regions increased their average salaries in 2023, highlighting Extremadura (8%), Navarra (6.9%) and Murcia (6.2%). In Xataka | The average salary in Spain has grown up to 1,987 euros. Inflation leaves us with 578 euros more a year in the pocket Image | Unspash (Tecnic Biopross Solutions)

A few months ago Ryanair raised her salary to her employees in Spain. Now he is claiming that they return it

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Collective bargaining is a delicate issue in which it is not always easy to satisfy all the parties involved and stay within the legislation. The last example is the negotiation of the I Collective Agreement for Ryanair cabin crew, which brought salary increases Immediate to these workers, but that resulted in their cancellation by the National Court. According to The published by El Confidencial, Now Ryanair asks his workers to return those increases. However, such and as they denounce From the air-sectors union, the airline has imposed a condition for workers not to have to return these salary ups: join CCOO. The beginning of the mess: a unilateral collective agreement. In October 2022, the Irish airline and the CCOO union signed the I Collective Agreement for cabin crew. As collected The economistThe agreement contemplated regular annual salary increases for three years until April 2025 for these employees, as well as a change in the fixed and variable remuneration structure. The problem is that, according to the Air-Sector-Sector union, which represents 22.9% of the Ryanair template, the agreement was prepared at a negotiating table that left out the representatives of much of the staff. That caused the union to present an appeal for nullity that the National Court has confirmed canceling The validity of the agreement signed. Ryanair applied an unsigned agreement. The regulations establish that all collective agreements They must register in the General Directorate of Labor before starting to be applied. Since the use union presented an appeal for nullity before justice, the General Directorate of Labor did not process the agreement until justice was pronounced in this regard. However, and despite not having fulfilled that regulatory process, Ryanair applied the salary increases agreed in the agreement that signed unilaterally with CCOO from October 2024. Now, given the recognition of nullity of the National Court, Ryanair claims to his cabin crew members of the return of between 1,000 and 4,000 euros that, according to the case, according to the case, according to the case, according to the case, according to the case, according to the case of salary increase. According to the representatives of air-sectors “the agreement” The agreement was signed without prior consultation to the workfor Ryanair’s claim. According to sources mentioned by The confidentialand confirmed For the air user, the airline is sending letters to its cabin crew claiming the immediate return of the salary increase that was paid between October 2024 and April 2025. In its letter, the company offers to recognize the debt and claims to be “willing to offer you a payment plan in 12 monthly installments, with deductions that will begin on the payroll of June”. The amount varies according to each case, but moves between 1,000 euros and more than 4,000 euros per employee, for undue salary increases. If you join CCOO there is no debt. Another alternative proposed by the Irish company to solve the problem is to join the CCOO union, automatically cond by this salary “debt”. “To minimize the impact of the annulment of the collective agreement by use, this agreement is applicable to CCOO affiliates,” they point out from use. In a statement signed by Lisa McCormack, Ryanair Human Resources Director, to which It has had access The confidentialthe person in charge indicated that: “If any worker is not affiliated with CCOO since the previous limited agreement ended and the collective agreement was annulled, but wishes to take advantage of this limited field agreement, you must directly contact CCOO. We have agreed with CCOO that those who are afraid can now maintain their current working conditions (…) This limited range agreement is the only feasible way to protect your salary.” The company has chosen its union. In its statement, air-user, it qualifies as a “harassment and demolition to which Ryanair is subjecting to the cabin crew non-affiliates to CCOO to affil Organic Law on Freedom“ Raquel Bautista, head of Use-Ryanair, pointed out that the condition of “forgiving” the alleged debt to CCOO affiliates is “a master play they want to use to erase Ryanair’s union map after years of sentences won, and only stay with their trust union.” Neither CCOO nor Ryanair have responded to Xataka’s information requests on this subject, but we will update this article if they do. In Xataka | The great secret of Ryanair’s success is that he does not earn money to fly: he does so squeezing you in everything else Image | Ryanair

Some employees would renounce 21% of their salary

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One of the main Gene generation priorities When facing its entry into the labor market is the mental health and the balance between its Working life and staff. However, more and more people from different generations consider that their mental health and their quality of life at work They are worth much more than a simple figure in the payroll. The work environment has changed and, with it, the priorities of the employees: a good salary is no longer enough if the price to pay is a level of stress that affects daily life. A study of the Iseak Research Center in collaboration with the Basque Government, has revealed that the constant stress at work It is a reality for more than half of the employees in Spain. That has led many to consider what percentage of their salary would be willing to sacrifice in exchange for a healthier and less demanding work environment. Intrinsic attributes: the new value of work The Iseak report, based on more than 5,000 surveys, differentiates labor incentives in two segments: Instrumental attributesthat improve the life of employees outside their working hours (salary, stability, occupational risks, conciliation, growth opportunities, etc.). Intrinsic attributesthat enrich the work experience during the work day (voice in decisions, enjoy work, self -organization capacity, sense of purpose, etc.) Therefore, intrinsic attributes refer to non -material conditions, such as having a healthy work environment, the absence of stress or fair treatment and has become a decisive factor for the satisfaction and labor commitment of employees. Intrinsic and instrumental attributes. Source: Iseak 56% of Spanish workers claim to be constant In his position, 47% do not believe that their work will be rewarded if they carry it out excellently and only 38% see real promotion possibilities. Despite these difficulties, the report specifies that “60% of employees believe that their work is interesting, 75% enjoy what they do, and 82% feel that their job gives them a sense of job well done.” By age range, the report highlights that employees aged 18 to 30 have jobs with lower remuneration and stability (instrumental attributes), but in return “enjoy greater personal growth opportunities and stand out in sense of purposeenjoy, and quality of labor relations “. That is, they enjoy better intrinsic attributes, which contribute to improve their experience in the development of their workday. The price of stress The figures provided by the Iseak report are overwhelming: workers would be willing to give up 31% of your salary in exchange for receiving fair treatment from his employer and would sacrifice 21% of his salary to avoid stress, and 17% not to perform painful tasks. In addition, they would reduce 13% of their salary for reducing the journey to work from 40 minutes to 20 and 10% by teleworking. Gender and educational level differences are also notable. Women are more willing than men to sacrifice salary for intrinsic attributes. People with higher studies Teleworking morethe least physical effort and collaborative environments, although they are less prone to give up a percentage of your salary in exchange for these improvements. The study reaches these conclusions after showing two employment offers to the respondents in which salary parameters and intrinsic attributes were modified, revealing that participants preferred offers with lower salaries, but better working conditions for their day to day. He work stress and mental health problems work related to work have doubled in the last three years in Spain. According to the last Mental Health Report of infojobs based on data from the Ministry of Health, 28% of mental health problems In the employed population it is directly related to the work, compared to 13% registered in 2021. In addition, 42% of workers have experienced symptoms related to mental health in the last year compared to 27% registered in 2021. 64% of these cases are considered medium or high gravity. Report data reveal that the impact of Stress and mental health In the active population it is not homogeneous and especially affects women already employed between 25 and 44 years. Younger generations, such as millennials and generation Z, declare having suffered episodes of work stress in greater proportion, with 72% and 62% respectively, compared to 39% of Baby Boomers. Practically half of those affected have resorted to professional help to Manage these problems. The direct relationship between stress and absenteeism Iseak establishes in its report a clear relationship between the quality of the work environment, the absence of stress and absenteeism. According to their authors, healthy environments and with an adequate work rate record a significant reduction in the days of labor absence, while factors such as salary or job stability are not so decisive in this aspect. Labor absenteeism, in fact, It has increased significantly In recent years, in part due to the increase in casualties due to anxiety and depression, which in Spain have grown more than 80% from the pandemic. The study highlights that the improvement of intrinsic attributes not only increases satisfaction and employee commitment, but also reduces job resistance and the phenomenon of “Silent resignation“, where workers only meet the minimum required. In Xataka | Lack of motivation is a problem for productivity. The trick to avoid it is simple according to science: start In Xataka | If you have wondered how much free time you need to be happy, science has an answer Image | Unspash (SEO Galaxy, JESHOTS.com)

If the question is if the cars were “cheaper” regarding your salary in 1975 than now, we have made accounts

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It is no secret. Cars have risen in the last years. Cars, in fact, have risen a lot of price in recent years. It is an issue that we analyze in Xataka Two years ago and although the semiconductor crisis passed, the cost of getting a car has not lowered much. The problem even hit second -hand cars that too They shot their prices. It is a problem that was generalized internationally since the lack of components led companies such as Ford to have tens of thousands of vehicles due to the lack of some small component. Today the situation has been normalized. No longer is needed wait for more than a year To receive a car or there are people paying overpreds for Skip the waiting list of a Tesla. In fact, to the company It is costing to place according to what cars. But there is something that has not changed so much. The price of cars is still high. Very high. How high? Let’s compare it with a few years ago. A salary year Do we take a look at what the situation was half a century ago? Our partners L’Automobile They have echoed a study in which it was claimed that buying a Citroën 2CV in 1975 was much more complicated than getting a Citroën C3 in 2025. The French media, however, stated that the study presented them with any doubt because it was not taken into account, for example, the average cost of the house, one of the problems that, as in Spainhit France. Are we in Spain in the same situation? In our case, we are going to take official minimum salary data and vehicle prices as a departure. Thus, consulting the data reflected by the BOE of 1975, the minimum wage was at 8,400 pesetas. Monthly that, after the year, added 117,600 pesetas at the end of the year with 14 payments. That year, according to data collected in Bull skinspecialized in the Spanish classics, a Citroën 2CV-6 cost 123,088 pesetas. In January 1974, in Highway They explained The idiosyncrasy of this version in the following terms: “Without entering the discussion about whether the 2 hp must be considered as a car or simply as a distant cousin, the truth is that we find an inescapable reality: it is the cheapest vehicle on the market, and according to legend, also the cheapest consumption,” With the data in his hand, a Spaniard who charged the minimum wage needed to work 14.65 payments to pay the car. That is, just over the salary won in a whole year to acquire “the cheapest vehicle on the market.” Today, Citroën’s cheapest car is C3. Its price is 15,740 euros, According to the vehicle configurator. In 2025, the minimum interprofessional salary is 16,576 euros with the last climb of the SMI. Taking this into account, to pay a Citroën C3, a worker needs 13.29 payments. That is to say, Less days worked than 50 years ago For a vehicle of similar characteristics. And if we go to the cheapest car on the market, as collected in the search engine of Km77which have a huge database with the current prices of market cars, the most basic dacia A price of 13,940 euros It is the cheapest car on the market. In this case, a worker needs to dedicate 11.77 payments. That is, almost twelve payments, less than a year. They are data that compare prices “to the gross” since the cost of the purchase or housing car is not taken into account. Yes we know that in 1975, The best -selling car in Spain was the Seat 127. A car that at that time cost 166,290 pesetas. Or, what is the same, 19.79 payments of a Spaniard with minimum wage. The data is not less since it means that the Spanish buyer acquired A car 135% more expensive than the cheapest model on the market. In 2024, however, The most purchased car was … Dacia Sandero with 32,994 units. A car that put more than 10,000 units to Toyota Corolla, second classified. This gives us an idea of ​​the type of car to which a Spanish buyer aspires in 2025. To all of the above we must add, as we said, factors such as the price of housing. In this case, we have not found studies that aim at the cost of acquiring it in 1975 but in Xataka Yes we have studied evolution and the cost of the same over the years. For sample, housing prices are already still expensive as in the bubble years. Even if it is a fact deformed by inflation, The study which we echoed does show that an apartment is now 3.5 times more expensive than in 1980, when the study began. Another sample, in Bankinter They point out that a family needed the total income of 2.9 years to pay an apartment in 1987, while in 2023 this figure was between 7.3 and 7.5 years. Data that explain why if a car demands more or less the same amount of effort, now the most purchased car in Spain is a cheaper than 50 years ago. Photo | Citroën and Dacia In Xataka | Spain continues to prefer the cheap car, not the electric: the registration data leave a bittersweet taste for the industry

A salary of $ 5,400 a month for abandoning the university and getting to work

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In recent years, the idea that obtaining a university degree was synonymous with Professional success. However, Bill Gates, Mark Zuckerberg, Richard Branson, Steve Jobs, Larry Ellison, Jack Doresey or Amancio Ortega did not complete their university studies and that has not prevented them from becoming some of the world’s greatest fortunes. Peter Thielco -founder of PayPal and Palantir has promoted a controversial “Antibeca” for students in their company’s practices. Instead of encouraging Approve everything and be the best of the promotion as they do the usual scholarships, their objective is for students to stop studying and devote themselves full time to work in their company. $ 5,400 for not studying. Peter Thiel’s data analysis company has presented an initiative for its fellows that defies conventional standards. Instead of encouraging the academic training of their beneficiaries, Palantir meritocracy scholarshipoffers them a salary 5,400 dollars a month for a period of four -month practices for those students who have finished high school and have not enrolled in the university. This initiative starts from the position maintained by the company’s directive, with Peter Thiel to the front, on the value provided by university education. “Everything you learned at school and at the University about how the world works is intellectually incorrect,” said Alex Karp, co -founder and executive director of Palantir In an interview For CNBC. Protest and capture talent in a movement. Beyond being a strategy to capture technological talent before it is put in the radar of the Universities recruitersPeter Thiel scholarship is only one more step in the crusade than the founding millionaire maintains against the US education system. The Palantir meritocracy scholarship is nothing more than the extension of the Thiel scholarship that, as collected Techcrunchthe millionaire has been granting young talents that they want to undertake, under the condition of abandoning their university training. In return, they get $ 100,000 financing to start your company. “The opaque standards of admission in many American universities have displaced meritocracy and excellence. As a result, qualified students are denied an education based on subjective and superficial criteria. Without meritocracy, campus have become culture broth for extremism and chaos,” says the call. In addition, he points out that at the end of the scholarship, candidates will have access to full -time hiring interviews to work in Palantir. “Forget about debts. Forget about indoctrination. Get the title of Palantir “, reads in the Pliego of conditions of the scholarship. Risks to the future professional. Although abandoning the university may seem attractive thanks to the competitive salary and the work experience offered by Palantir, this decision is not exempt from risks, As he remembered Entrepreneur and academic Vivek Wadhwa in Forbes. According to data From the US Labor Statistics Office of 2024, who have a university degree they earn up to 86% more a year than those who only have secondary studies. In addition to the financial impact, leave the university It implies losing opportunities valuable to establish professional and social networks. Connections with colleagues and teachers are usually fundamental to access future jobs or references. To cite an example, Bill Gates and Steve Ballmer They were university colleagues. Although Gates left Harvard months later, his stay served to generate those contacts. University and work reality. Peter Thiel is not the only one who doubts the usefulness of the educational programs of the universities. According toReport data Knowledge and Development Foundation of 2024, 35.8% of university graduates occupy low qualification work, due to disconnection between Competencies acquired at the University and the labor market demands. For its part, areas with high professional demand by companies, such as software engineering and IA engineersthey register A high number of vacancies Because universities are not offering adequate training to cover those vacancies, and it is the companies themselves who assume the internal training of their employees. Less titles, more skills. The study ‘DISMISSED by Degrees’ Prepared by Accenture, Grads of Life and Harvard Business School, he points out that many companies require university degrees for positions where the necessary skills could be acquired through work experience or technical training. This “practical” approach to skills is closer to Model adopted by the FPthan to the traditional university. Hence his success. To deal with this hiring bias, companies such as IBM or Amazon have adopted approaches to Skills -based hiringthat Specific skills value more than traditional university titles. An approach to which It is very supportive Mark Zuckerberg. In Xataka | Some millionaires did not like the ideology of universities, so their own university has been created: an anti-woke “ Image | Flickr (Gage Skidmore, Cory Doctorow)

The housing market in Malaga is becoming such a drama that neither good salary engineers can rent

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In Malaga a curious dichotomy is being given. The city has become a International Technological Pole and business successful model. However, after that brilliant facade of innovation, a worrying reality is hidden: many qualified engineers and professionals cannot afford rent a house in the city. This technological boom is generating a housing crisis that is expelling the architects of Malaga progress. Malaga Techpark: You can die of success. The Andalusian Technology Park (Málaga Techpark) or PTA, is an example of success that has put Malaga on the international technological map. According to data provided by PTAin 2024, the park reached record figures with 27,940 jobs and a turnover of 4,181 million euros, which represents a growth of 21% compared to 2023. The arrival of renowned technology companies, such as Google, and the future IMEC installationa World Vanguard Microelectronics Research Center, consolidate Malaga as an innovation pole. The housing problem. This technological expansion has attracted new talent from everywhere and Malaga has become an attractive place for entrepreneurs and startups. Despite economic growth and job creation, Malaga faces a serious housing problem. Rental and purchase prices have shot in the capital of Malaga, according to data from the real estate portal IdealisticIn 2017, the price of housing in the city of Malaga was around 1,590 euros/m2, while currently 3301 euros/m2. Only for 2024, the price has increased by 21.4%, making a housing at a reasonable price It is difficult for many professionals. Even well paid. As Felipe Romera, general director of the PTA, said in An interview For the local newspaper Malaga todayis also affecting professionals with good salaries, being a stumbling block to capture and retain this new talent that is reaching Malaga. Expelled from Malaga. As in many other large cities in Spain, this real estate problem has led many of these workers to look for alternatives in surrounding towns to Malaga, increasing real estate pressure on these areas and generating mobility problems in the access roads to the new technological infrastructure. Romera described this situation as a “city failure”, where economic success is expelling its own citizens. The lack of affordable housing threatens to undermine Malaga’s appeal as a technological center. Telework and transport. Given this panorama, teleworking and the improvement of public transport are presented as possible solutions to relieve pressure on housing in Malaga. Teleworking allows professionals live in more affordable areas no need to move to the city daily. However, for this option to be viable, it is necessary to have a good Internet connection and quality services in peripheral areas. Romera pointed out that the improvement of public transport was also a fundamental aspect to facilitate the mobility of technological workers who live outside Malaga to avoid the dependence of the car to go to the work center. These measures could contribute to reducing housing demand in Malaga and relaxing real estate pressure. Malaga is not an isolated case. The problem of accommodation for its workers is not exclusive to Malaga. Other areas with strong economic growth, as IbizaThey are also experiencing similar housing crisis in which the price of housing is affecting talent collection. Although employment offers are attractive, high rental prices make Do not be profitable For employees. The City of Malaga and the Junta de Andalucía are aware of the housing problem And they are taking measures to address it. Projects are being promoted Social Housing Construction and land are being reclassified to increase the offer. However, these projects take time to materialize due to the labor shortage that the sector already lives the complexity of administrative procedures. In Xataka | If the question is whether tourist floors take the price of rentals, we already have the answer: more than 30% Image | Unspash (Jonas Denil)

The average salary in Spain has grown up to 1,987 euros on average. Inflation leaves us 578 euros a year in the pocket

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The average salary in Spain maintains Your upward trend of 2021, managing to link fifteen consecutive quarters of interannual ascent in the State as a whole. This climb leaves the average salary in its historical maximum, according to The semiannual report points ‘Adecco of opportunities and employment satisfaction’ monitor ‘that has been monitoring wages and the Workers’ satisfaction. Best average salary for all. The average salary in Spain has received A remarkable improvement Since 2022.al and as indicated by the authors of the Adecco Group report, this recovery is due to a 3.8% increase in nominal wages during 2024. Despite the good data, the authors of the study remember that this increase is the second lowest of the last fifteen quarters, only ahead of the 3.4% increase recorded in 2021. With this increase, the average salary in Spain is located in the historical maximum of the 1,987 euros per month on average and, for the first time in the series, no autonomous community has an average salary of less than 1,600 euros per month. Rich autonomy, poor autonomy. Despite this generalized improvement, there is still a large salary difference depending on the community in which it is resided. The best average remuneration is given in the community of Madrid and the Basque Country, with average salaries of 2,384 euros and 2,248 euros respectively, followed by Navarra and Catalonia that close the group with salaries above 2,000 euros. At the tail in salaries we find Andalusia, with an average salary of 1,750 euros, the Canary Islands, with 1,668 euros and closes the Extremadura list with 1,641 euros on average. However, despite registering the lowest average salary in Spain, Extremadura is the one that has received the greatest interannual increase, with 7.4%, which has allowed it to cut distances with the Canary Islands. The purchasing power is improved. Although the salary increases They are always good news, the inflation can dilute them cutting the purchasing power of those salaries. By putting salaries in relation to prices, Adecco Group Institute has observed an improvement in the average purchasing power of salaries, encrypting the increase in 578 euros per year for the whole of Spain, which implies an improvement of 2.5% average in its purchasing power. “Even so, the purchase capacity of the current average salary is 7.9 % lower than the largest purchasing power of the historical series, reached in 2009,” the authors of the report point out. Inflation ballast. Again, the autonomous fluctuation of inflation has made differences in this data. The ones who have seen their purchasing power most have been the workers of Balearic Islands and Madrid, with 1,351 euros and 1,213 euros per year of improvement respectively, followed by the Region of Murcia and Extremadura with 871 euros and 757 euros a year. However, despite generalized improvements, two communities They have lost purchasing power In the last year. The salary increase in Cantabria could not cushion inflation and its workers lost 72 euros of purchasing power per year. Worst are the data of the Canary Islands, whose salaries lost 209 euros a year in purchasing capacity. In Xataka | How much is really charged in Spanish technology: of the 27,000 euros as Junior at 170,000 euros Image | Unspash (Sam Moghadam)

Employees value both teleworking that they would be willing to lower their salary: specifically up to 25%

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100% remote work is becoming a model with less and less presencesince companies are adopting hybrid days at best, and the return to the face -to -face in many others. In that context, A study From the National Bureau of Economic Research (NBER) I have revealed that employees are willing to give up a percentage of their salary, or accept offers with a lower salary, if that allows them keep working from home. Up to 25% salary cut. He NBER study He has analyzed how much the employees of the technological sector value remote work, using concrete data and comparing it with their salary. This assessment allows to measure the real value that employees give to teleworking in a context in which face -to -face work and hybrid work models have become the most common option. The result has been surprising since the employees came to assume discounts of up to 25% on average in exchange for not having to go to the office. As I know resigned from teleworking daysthe salary amount to which they were willing to resign was also reduced, going down to the strip from 15 to 20% of the total salary. A much higher cuts than expected. The National Bureau of Economic Research is not the first study that addresses this valuation of teleworking, but the estimates of the previous studies resulted in a much smaller percentages fork that placed the cut that were willing to assume between 5% and 10% of your total salary. As an example, we find The study carried out in January 2024 by the University of Barcelona and the “La Caixa” Foundation, which set this percentage in 8% salary cut. However, something that must be taken into account is that teleworking options have been maintained In high qualification profiles and higher wages, so this cut already part of a salary range with a high percentile. The law of supply and demand. According to Report data ‘IV Radiography of Teleworking in Spain 2024’ prepared by Infojobs, 7.6% of employed people work more than half of their weekly day from home. However, The study ‘State of Remote Work’ of 2023 prepared by Buffer, revealed that 98% of employees preferred to work from home for the constant interruptions and by the displacements to the office. On the other hand, as the Infojobs study pointed out, the offers that included some teleworking modality has been reduced by 2024, representing 14% of the total employee vacancies published. This percentage has only declined since in 2021 it reached its 21% peak, which was reduced to 19% in 2022 and 18% of the total in 2023. According to the NBER study, reduction in the remote employment offer has caused remote work to be perceived as a much more valuable modality than was estimated in previous studies, especially between technological industries. A justification for charging less? The study opens an important debate on compensatory differentials between employees. Employees with teleworking days do not show substantial salary differences With respect to their peers who go to the office. That would leave the door open to companies could reduce salary for remote roles under the principle of compensatory differentials. That is, pay less in exchange for non -salary benefits such as hourly flexibility, which their classmates do not enjoy with a face -to -face day. Something that is not happening. According to the authors of the study, this salary equalization suggests that technology companies are still adjusted to this New labor reality and compete to retain talent by offering similar wages, regardless of whether the work is remote or face -to -face. Telefajo: an advantage for SMEs. As the ADECCO IT & DIGITAL SALARIAL GUIDESMEs cannot compete with the salary ranges offered by large technological ones. That is why teleworking offers you an opportunity To attract a talent that finds no remote employment offers in large technological ones, which they have given by amortized Your adventure with teleworking. Nber’s study demonstrates a trend in which qualified employees would be willing to collect a lower salary that would perceive it in a large multinational, in exchange for being able to work from home. This implies a factor that balances the opportunities to capture talent for SMEs. In Xataka | After this year one in three young people will have changed their jobs: it is nothing personal, it is only salary Image | Unspash (Half Profile)

salary is one of the main culprits

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Bill Gates once said: “You have to enjoy what you do every day.” However, one in three Spaniards says they are not satisfied with their current job. An insufficient salary, too long hours or lack of recognition are the main arguments for this discontent. The hospitality industry is burned. According to data from a study carried out by the job offers portal Jobatus.es that has published Newsworkonly 28.7% of Spaniards are completely satisfied in their job. However, this satisfaction varies by sector. The sector with the happiest and most satisfied employees is technology, with 40.2% satisfaction among respondents, followed by Energy and environment with 38.9% and Education with 34.5%. The professionals with higher rates of dissatisfaction are those in the hospitality industry, of whom only 19.7% claim to be comfortable in their work, followed by employees in the retail sector with 22.4% and the construction sector with 23.1%. satisfaction. The salary is not convincing. One of the most repeated arguments to explain this job dissatisfaction is receiving an insufficient salary, where 53.5% believe that they receive a lower salary than they deserve. The second reason for job dissatisfaction is work time. commuting to workin which 45.6% say that they spend too much time getting from home to work, and long for the times of teleworking or would like a job closer to home. The work environment within the company is also a cause of dissatisfaction since it contributes to raising stress levels. 28.3% of workers claim that they do not receive enough recognition, despite making an effort to do their job well, while 18.9% attribute their dissatisfaction to a toxic work environment that demotivates them. The limitations to ascend and the imbalance between personal and work life are also reasons for dissatisfaction for 17.4% and 14.7% respectively. Dissatisfaction depends on where you live. Data from Jobatus.es reveal that respondents living in Navarra were those who showed the highest satisfaction with their work with 42.3%, followed by the Basque Country with 39.8% satisfaction among its workers. At the opposite extreme is Andalusia, which with 21.5% is the autonomous community with the greatest job dissatisfaction, due to lower salaries and longer duration in employment contracts. They are followed by the Canary Islands, with 23.1% employee satisfaction, and Extremadura with 24.3%. Salary increases. The data points to salary as the main obstacle to job satisfaction, despite the fact that economic data indicates that companies have raised salaries by an average of 3.5%, according to data from the consulting firm KPMG. The Government has also contributed to maintain purchasing power of salaries by increasing the Minimum Interprofessional Salary up to 1,134 euros in 14 payments. However, the increase in prices and inflation has made the shopping cart absorb the salary increase, diluting the perception of that increase. In Xataka | Although salaries have risen 8% in Spain, an upward trend emerges: poor workers Image | Pexels (Vitaly Gariev)

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