Municipalities in the Basque Country are facing a difficult situation due to a shortage of qualified secretaries, controllers, and treasurers. This issue affects not only major cities but also smaller towns, where the lack of specialists leads to delays in decision-making and poses risks to the legality of local government operations. According to El Pais, out of the approximately 400 specialists needed, only 199 are employed on a permanent basis, while other vacancies are filled by temporary staff or specialists from other municipalities.
The staffing shortage has been caused by disputes between central and regional authorities over who should select the candidates, as well as strict requirements for proficiency in the Basque language. To qualify for the position, candidates must have a C2 level, which is comparable to the highest category of English proficiency. This requirement has become a significant obstacle for many applicants, especially those from other regions of Spain.
Legal disputes and blockades
The situation worsened after the most recent hiring competitions were challenged in court by professional associations and political parties. Court rulings have led to the suspension or cancellation of several competitions, resulting in prolonged uncertainty for municipalities. Representatives of the regional government and the Eudel municipal association note that, as a result, many processes have been blocked and the work of local authorities has slowed down.
As a result, to avoid leaving municipalities without essential staff, the authorities have been forced to appoint temporary employees or assign duties to specialists from neighboring towns. In some cases, such as in Iruña de Oca (Álava), the requirements for Basque language proficiency have been relaxed, and deadlines for mandatory language certification suspended. This has attracted professionals from other regions, but sparked new debates about the acceptability of such measures.
Debates over language requirements
Professional associations such as Cosital oppose transferring the selection of specialists to the regional level, emphasizing the unity of the national public service. They argue that Basque language requirements should be set individually for each municipality, rather than being mandatory for all. In their view, knowledge of the language can be an asset but should not become a barrier to entering the profession.
The Basque Country authorities, on the other hand, believe the region has sufficient powers to select staff independently and that language requirements reflect the specifics of local administration. However, ongoing legal disputes and contestations of selection processes lead to prolonged uncertainty and hinder the formation of a stable personnel policy.
Seeking solutions and new steps
To overcome the crisis, regional authorities are preparing new measures: the results of another competition for staff stabilization have already been published, and in the near future the creation of temporary personnel reserves with clearer legal guarantees is planned. Exams for new candidates are expected to take place before the summer, and in the medium term a new decree will be adopted that will specify and consolidate the powers of regional bodies in matters of municipal staffing.
A similar situation with staff shortages and difficulties in recruiting specialists has been observed in other regions of Spain, especially where special language requirements apply. For example, in Catalonia, recent discussions have focused on changes to the payment system for patients with serious illnesses, which also sparked debate about the distribution of powers between central and regional authorities. More details on these changes can be found in the article about new payments for ELA patients in Catalonia — details about the new support rules.
In recent years, staffing issues in Spain’s municipalities have become increasingly noticeable. In 2025, similar difficulties arose in Galicia, where requirements for knowledge of the Galician language also limited the pool of candidates for government positions. In Valencia and Navarra, reforms to the municipal civil service recruitment system were discussed to make it more flexible and adapted to local conditions. These examples show that balancing language requirements and staffing availability remains a relevant issue for many regions across the country.
