Sometimes, a corporate decision is not just about numbers.
It is about people. About years spent building something meaningful, and the quiet moment when a door begins to close—slowly, formally, inevitably.
That is exactly what Telefónica is facing today.
As of January 7, Telefónica has officially completed the opening of voluntary application periods for its Employment Regulation File (ERE), marking a historic workforce adjustment that now includes Movistar Plus+. For 175 employees of the audiovisual platform, a one-month window has opened—an invitation to decide their professional future.
Behind the headlines lies a deeper story. And behind that story, an urgent lesson for companies and professionals alike: strategic workforce transitions must be managed with expertise, clarity, and human sensitivity.
First, Understanding the Scope of Telefónica’s ERE and Its Strategic Impact
At a glance, this ERE is one of the most significant restructuring processes in Telefónica’s recent history. It spans seven subsidiaries in Spain, covering both companies under the CEV framework—such as Telefónica de España and Telefónica Móviles—and the Global Business Units (GBUs), including Telefónica Innovation Digital and Telefónica SA.
Movistar Plus+ represents the final piece of this complex puzzle.
After intense negotiations with unions, the initial proposal of 279 layoffs was reduced to 175 voluntary departures, offering a more balanced outcome between business efficiency and workforce protection. Employees have until February 6 to apply—slightly longer than other units within the group.
However, this staggered calendar highlights something essential:
large organizations require tailored HR strategies, not one-size-fits-all solutions.
This is precisely where professional HR advisory services become critical. From managing compliance across different labor frameworks to ensuring transparent communication, expert guidance can mean the difference between orderly transformation and long-term reputational damage.
For companies navigating similar transitions, partnering with specialized labor law consultants and restructuring advisors ensures both legal security and employee trust—two assets no corporation can afford to lose.
Next, The Human Side of Voluntary Departures and Why Expert Guidance Matters
Behind every “voluntary exit” is a personal calculation.
For Movistar Plus+ employees, eligibility requirements are clear: birth year 1970 or earlier, with at least 15 years of service. The compensation structure, segmented by age groups, aims to provide income stability until retirement—combined with social security contributions and full healthcare coverage until age 63.
Yet clarity on paper does not always translate into confidence in real life.
This is where many professionals hesitate.
Questions emerge quietly:
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Is this the right moment to leave?
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Will my financial planning truly sustain me until retirement?
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What legal implications should I consider before signing?
At this stage, career transition services, financial planning advisors, and employment law experts are not optional—they are essential.
Professionals who seek independent advisory services gain:
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Objective evaluation of compensation packages
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Long-term retirement and pension planning insights
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Legal assurance before final agreements
For organizations, offering access to outplacement services and professional counseling significantly reduces uncertainty, improves acceptance rates, and protects employer branding during sensitive transitions.
Because even when an exit is voluntary, guidance transforms fear into informed choice.
Meanwhile, Financial Efficiency vs. Operational Continuity: A Delicate Balance
From a financial perspective, Telefónica has provisioned €2.5 billion before tax, covering between 4,525 and 5,500 exits, with an average cost of €454,000 per employee—notably higher than the 2024 ERE.
Yet the company projects €600 million in annual savings from 2028 onward.
This contrast reveals a strategic truth:
short-term cost is the price of long-term sustainability.
However, Telefónica has wisely included a safeguard clause, allowing management to block exits from critical roles. This ensures that efficiency does not come at the expense of service quality or innovation capacity—particularly crucial for Movistar Plus+ in a highly competitive digital entertainment market.
For businesses undergoing similar transformations, this reinforces the importance of:
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Workforce analytics and role criticality assessments
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Strategic HR planning aligned with business continuity
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External consultants who can objectively identify operational risks
Investing in workforce optimization consulting is not about reducing headcount—it is about preserving what truly matters.
Finally, Why This Moment Is a Call to Action for Companies and Professionals
Change never knocks loudly.
It arrives quietly, with deadlines, forms, and official statements.
Telefónica’s ERE completion with Movistar Plus+ is not just corporate news—it is a reminder that transformation must be guided, not rushed.
For companies, this is the time to:
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Engage professional HR and legal advisory services
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Design ethical, transparent restructuring strategies
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Protect both financial performance and human dignity
For employees, this is the moment to:
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Seek independent legal and financial consultation
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Make decisions based on clarity, not pressure
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Secure long-term stability through expert guidance
In times like these, knowledge is not power—guidance is.
If your organization or career stands at a similar crossroads, partnering with trusted HR consultants, labor law specialists, and career transition experts can turn uncertainty into a structured, confident step forward.
Because the best decisions are never made alone—and the right support changes everything.