Vodafone Intelligent Solutions (VOIS) has unsettled its Spanish workforce with a collective redundancy plan that could cut up to 180 jobs, roughly 20% of its 900 employees. The Málaga office, a major technology hub for Vodafone Group, faces weeks of uncertainty as formal talks are set to begin on September 9.
Union representatives from UGT and STC-Fetico have rejected the scale of the proposed layoffs, saying the company has not provided sufficient justification for such a large reduction. Both unions are demanding a detailed report and technical documentation explaining the economic, technical, organizational or production reasons behind the plan. Until they receive this information, they refuse to discuss a list of affected employees or accept the need for the cuts.
The collective dismissal procedure could affect all VOIS offices and business lines in Spain, including locations beyond the Málaga center. At this stage, 180 is a maximum; no final list has been drawn up. Unions are pressing for alternatives, including voluntary departures, internal transfers or fewer layoffs. The negotiations are intended to push the company to consider every possible way to avoid or limit dismissals, including better severance, retraining or redeployment.
VOIS provides technology, cybersecurity, analytics and digital change services to Vodafone Group. It is not part of the recent Zegona acquisition of Vodafone España and continues to operate under the British parent company, with its basic base in Málaga and a presence in other Spanish cities.
UGT, the basic union at VOIS Spain, has questioned the need for layoffs, pointing to what it describes as a steady workload and ongoing demand for the division’s services. STC-Fetico has echoed these concerns and is calling for the redundancy plan to be withdrawn unless the company can demonstrate its necessity with clear evidence.
Democrata and Okdiario report that neither the unions nor the workforce have yet received the explanatory note or technical report from VOIS management justifying the layoffs. Both outlets report that 180 is a maximum, not a finalized list, and that unions want the company to consider voluntary departures, internal transfers or softer exit terms before finalizing any dismissals.
Spanish law requires a formal consultation period with worker representatives before any collective dismissal. The process must address the reasons for the layoffs and seek ways to reduce their impact. Negotiations can cover severance, retraining, internal mobility and the criteria for selecting who stays and who goes. If layoffs proceed, each affected employee will receive individual notice and at least 20 days’ pay per year of service, capped at twelve months, though settlements can improve on this minimum.
Employees have the right to challenge their dismissal within twenty working days of notification. Signing a severance agreement as “not in agreement” preserves their right to contest the terms. Eligibility for unemployment benefits depends on accumulated contributions, and compensation differs between justified and unjustified dismissals. For more on Spanish labor rights, see the earlier breakdown of a Supreme Court ruling on worker seniority.
VOIS management’s lack of transparency has unsettled staff and unions: the company announced a possible 20% workforce cut without first presenting clear evidence or reasons. The unions’ refusal to accept the plan without documentation challenges the company’s approach. Until VOIS provides the requested information, it risks damaging trust and morale among employees and in the wider tech sector. For now, hundreds of workers remain in limbo, waiting for answers.
