The 1st Collective Agreement for Spanish women's football already appears in the Official State Gazette (BOE). The Ministry of Labor has published this Saturday and, therefore, has made official this historical document, which will regulate the working conditions of all the players of the Primera Iberdrola. Its official status has arrived after resolving the claim filed in the General Directorate of Workers by the General Union of Workers (UGT), which challenged the clause referring to the choice of the social representation of the players when negotiating or modifying the agreement.
It is not the only problem that this Agreement has faced since its signature, with the Association of Women's Soccer Clubs (ACFF), AFE and ON Footballers as executors, and its presentation in the Congress of Deputies in mid-February. The pandemic also got in their way, being also one of the causes in the delay of its publication.
The pillars of this collective agreement
– It will be retroactive, with an application date of July 1, 2019. It will end on June 30, 2020.
–Extension and ultra-activity. This Collective Agreement will be extended in its entirety for successive periods of a football season (July 1 to June 30 of the following year) if it is not denounced, by either party, at least three months prior to the date of its termination or any of its extensions. During the extension of this agreement, an increase in the CPI will be established.
– Minimum salary of 16,000 euros gross per year at 75% partiality of the working day or, what is the same, 12,000 euros. Along these lines, it also includes compensation for all players who currently have contracts with a partiality or 50% shift, with a mandatory change to 75%. Thus, salaries that are between 12,000 and 15,999 will become 16,000 euros gross per year, applying a linear increase of 2,000 euros in those that are from 16,000 to 30,000 euros gross per year. The salary increase would affect 40% of the players.
– Maternity protocol: In the event that a player becomes pregnant, she will be able to access an automatic renewal without a limit in the contract. It does not include any section for breastfeeding.
– Plus seniority: the bonding prize would range between 2,000 euros (6 seasons) and 3,500 (9 seasons or more).
– The personal scope of application of the agreement: limited to players who are called up at least twelve official matches with the first team or, where appropriate, ten disputed matches.
– Rest of one and a half days a week and vacations of 30 days per year.
– Workday: 7 hours a day / 35 hours a week in a semester count, not including periods of concentrations or trips. In the case of home matches, the concentration will not exceed 24 hours, with 72 hours being the maximum period for away matches.
– Economic consideration for the player of 15% of the agreed price in case of transfer or image rights (You need the agreement between the parties). In the latter case, it is established that for a player who exploits her image rights in her own name, the amount paid by the club to the player for the use of her image, name or figure for financial purposes will be considered a salary concept.
–Compensation for death or disabling injury for any work activity. Regardless of the compensation that may correspond to the professional soccer player or her heirs, as a result of an accident resulting in death, absolute disability, which prevents her from developing any work activity and, provided that said event is a direct consequence of playing soccer. under the discipline of the Club / SAD, the latter must indemnify her, or her heirs, with € 60,000 for death, € 90,000 for absolute disability.
–Prevention of workplace harassment.
–Reconciliation of family and professional life.
–Measures in the event of situations of gender violence suffered by female soccer players.
-Replacement program. The parties will make the best efforts to develop a program for the relocation of female soccer players at the end of their sports career.