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After Losing 25% Of Its Workforce Due To The Elimination Of Remote Work, Holaluz Faces A Historic Strike. Employees Demand Explanations About The Regime Change And Accuse The Company Of Cutting Benefits Without Justifications. The Financial Crisis Could Have Irrevocable Consequences. The Future Of The Company Is At Risk!
The current corporate environment, more flexible and geared towards remote work, has faced challenges in various parts of the world.
However, a radical change in a famous Spanish company has led to unexpected repercussions.
What seemed to be an attempt to adapt to the economic crisis ended up resulting in a series of decisions that impacted not only internal management but also the relationship with its employees.
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The Chaos Inside Holaluz
The chaos inside Holaluz, one of the largest electricity trading companies in Spain, intensified after the decision to end the remote work model that was previously adopted by the company.
According to union sources, this change generated significant dissatisfaction among workers, culminating in an indefinite strike that has been ongoing since January 14, 2025.
But the crisis doesn’t stop there: about 25% of the workforce decided not to accept the new conditions imposed by the company, choosing to resign en masse.
Impact on Labor Relations
By the end of January 2025, approximately 52 employees had already formalized their departure from Holaluz.
Although the official deadline to formalize resignations was set for January 31, the first terminations occurred even before the deadline.
Union sources indicate that the number of resignation requests may have increased to as many as 70 employees, which would correspond to about 30% of the total employees of the company.
In addition to the resignations, the situation also affected the composition of the Holaluz Works Council, which decreased from seven to only four members, highlighting the maintenance of union representation from UGT and CGT, which lead the strike movement.
Changes in Working Conditions
The origin of the impasse began in September 2024, when Holaluz announced substantial changes to the working conditions of its employees.
The company, which found itself on the brink of bankruptcy after a complicated financial period, attempted to implement a Substantial Modification of Working Conditions (SMWC), allowing changes to previously agreed conditions, such as the remote work regime, to a mandatory return to in-person work.
Legally, the change is based on Article 41 of the Workers’ Statute of Spain, which guarantees workers the option to terminate their contract and receive a compensation in case of substantial changes to their working conditions.
According to Spanish legislation, this termination may result in compensation corresponding to twenty days of salary per year worked.
The Company’s Claim: Financial Adjustment
In light of the economic crisis affecting the company, the cuts in working conditions are justified by Holaluz as an attempt at adjusting its finances.
In 2024, the company received an investment of 22 million euros from Icosium Investment, which helped avoid imminent bankruptcy.
However, the internal restructuring did not please the employees, who began to question the necessity of cutting social benefits and ending remote work, especially without clear data on employee productivity.
According to internal sources, Holaluz considers remote work to be a “problem,” citing a supposed incompatibility with the business model and the negative financial situation the company has faced.
However, this internal assessment was not shared with employees, leading to a feeling of widespread dissatisfaction.
The Strike That Became a Crisis
The strike that began in January 2025 was a direct response to the elimination of remote work and other changes that directly affected working conditions.
During the first weeks of the strike, which took place in an hourly format, 16% of employees participated, representing 7.2% of the total hours of strike called.
The strike started with a more limited mobilization, but from January 28, it became a full-day strike, with an indefinite duration.
Holaluz, for its part, stated that the company’s operations continue normally and were not affected by the strike.
Amid the internal crisis, the company has resorted to opening new job vacancies to try to replace the resigning workers.
The firm argues that returning to the in-person model is crucial for the recovery of team cohesion and enthusiasm after a difficult year.
The Future of Holaluz
The current situation of Holaluz raises a series of questions about the future of the company and the relationship between employer and employee.
At a time when many companies are looking to implement hybrid or fully remote models, the decision to revert working conditions and force a mandatory return to the office seems to have been a risky choice.
The impact of this decision was not only financial but also psychological, with many employees feeling undervalued due to the lack of clear communication and plausible justifications for the changes.
Now, the Spanish company is facing the tough task of rebuilding its relationship with employees and finding a way to maintain its operations stable while trying to reverse the damaged image caused by the internal crisis.
What will be the long-term impact of this decision? Is remote work really in danger in the corporate future?
As empresas que adotaram trabalho remoto só lucraram com esse tipo de trabalho. Não há mais condições de reverter essa maneira de trabalhar. É a mais lucrativa para todos, empregados (que não tem que enfrentar deslocamento) e empresa (que tem mais produtividade e menor gasto com estrutra, água e luz).
Eu sempre preferi o presencial, pode me contratar.
Com uma desculpa esfarrapada para manter a sensação de controle sobre os funcionários, tentaram mudar o regime na marra e tiveram uma resposta a altura. Isso mostra a força do trabalhador e precisa servir de exemplo para empresas que querem voltar ao modelo dos anos 80. Existem muitas funções que não demandam estar todos os dias no escritório fisicamente e isso precisa ficar claro na mente dos administradores pois estamos na era digital.