One in three companies does not cover sick leave for its workers

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35% of the Spanish business fabric does not contemplate replacing those employees who cause sick leave.

This is how the I barometer developed by

about productivity and efficiency picks up, in which the realities of nearly 2,000 national companies appear.

The document, presented this Tuesday, wields a direct correlation between the size of the companies and their ability to face short-term changes within their workforce in the face of an absence within it.

The larger their size, the easier it is for companies to take on this type of contracting.

In this sense, the study recalls that in the case of SMEs there are hardly any such substitutions, underlining that they only serve "exceptional cases".

From the business calculation that ensures the use of relief in order to alleviate the consequences derived from a sick leave, in more than half of the cases this type of hiring is only used if the absence of the worker extends for a period greater than 15 days. .

Barely 25% of national companies claim to cover these situations "as long as" they are aware of it.

"I consider that it is more a situation of company culture, it does not have a focus on productivity, they seek to save money during that time," says

commercial director of Adecco Outsourcing.

It should be remembered that, in cases of common illness, it is from the sixteenth day of sick leave when Social Security takes charge of the payment of said amount.

The worker will receive 60% of the regulatory base until the twentieth day.

Since then, the amount to be received has increased by 15 points to 75%.

In the case of paternity or maternity leave, the treasury pays 100% of the salary during the time it takes.

Faced with eventual situations where the workload is triggered,

as a method to solve the different 'peaks of activity'.

Barely 3 out of 10 companies encourage hiring, directly or from a third party, to deal with the aforementioned situation.

More weight in variable remuneration

69% of Spanish companies indicate that they apply a variable remuneration system based on objectives or productivity regardless of the current labor agreement.

Despite this, a large part of this variable amount continues to be linked to "seniority bonuses", as

, director of the Adecco Group Institute, points out.

Blasco explains that, in his opinion, an update in wages aimed at a greater weight of the variable amounts "linked to productivity" would improve the situation of workers by resulting in this "new system" in a "

".

In fact, almost half of all national firms maintain some of these incentives for all employees linked to the production process (49%).

"Only 20% of Spanish companies reserve these accessories exclusively for senior managers," the letter states.

It is not the only tool used by Spanish companies to increase productivity among their workers.

in order to improve their performance in the short term.

Of these, 36% are allocated equally to product and skills.

"It is a vital necessity and Spain is also one of the best countries in the European Union in this sense, it can be verified in the statistics offered by the institutions," says the director of Adecco.

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