In Spain, the issue of work-life balance remains a pressing challenge, particularly as the nation marks the National Day of Reconciliation and Co-responsibility, established annually on March 23 since 2018. Current statistics from the Active Population Survey (EPA) show that more than 507,000 individuals are employed part-time to provide care for family members or fulfill other personal obligations.

Notably, 91% of these part-time workers are women, amounting to over 465,000 individuals.

This striking figure underscores a structural phenomenon within the labor market, revealing the extent of gender disparity in caregiving roles and the need for comprehensive strategies to promote co-responsibility.

Experts and trade unions highlight that effective reconciliation policies must extend beyond isolated measures and necessitate a long-term human resources strategy and cultural shift within organizations.

ASEMPLEO, the Spanish Association of Temporary Employment Companies, has called for responsible actions to tackle the existing gap and implement concrete measures toward equality.

The association's president, Andreu Cruañas, emphasizes the importance of creating an environment where reconciliation leads to equal opportunities for men and women.

He advocates for both a regulatory framework and a cultural environment that ensures voluntary choices in work-life balance do not hinder professional development or retirement planning, and that remuneration policies do not disproportionately disadvantage women.

The Confederation of Independent Trade Unions, Fetico, asserts that advancing co-responsibility should be a key agenda in social dialogue and collective bargaining.

They cite data from the Institute of Women indicating that 44.5% of women carry out household tasks alone, compared to 9.6% of men.

Fetico's Secretary General, Antonio Pérez, stresses the vital role of union representation in enhancing workplace discussions around co-responsibility.

However, the confederation also warns that difficulties in establishing equality plans have hindered progress in advancing discussions on work-life balance and the distribution of roles.

Despite these challenges, Spain has made headway in improving work-life balance, achieving the tenth position in the Work-Life Balance Index for 2024, which surveys 40 countries.

This places Spain ahead of countries like the Netherlands, the United Kingdom, France, Portugal, and Sweden.

Organizations like IKEA are at the forefront, focusing on work-life balance with continuous efforts to provide employees with their schedules months in advance, alongside generous time-off policies that include two days off per week and more weekends free than required by collective agreements.

These initiatives also allow flexibility in vacation scheduling, contributing to better work-life reconciliation.

In the technology sector, companies are increasingly adopting telecommuting and flexible work arrangements.

T-Systems Iberia, for instance, has instituted a voluntary remote work policy, allowing employees to work from home up to three days a week, with additional days possible in exceptional cases.

The firm also emphasizes digital disconnection measures and has established a committee to ensure the effective implementation of these policies.

Similarly, BeiGene, a pharmaceutical company focused on cancer research, prioritizes work-life balance for its employees in a demanding industry.

The company offers flexible working hours to help employees manage their schedules better and fully remote work options, along with extensive mental and physical health benefits, internal mobility support, and broader paid leave policies than typically outlined in collective agreements.

Experts assert that addressing human resources practices innovatively is crucial for advancing equality.

Andreu Cruañas describes the necessity of integrating anti-discrimination measures with human capital management strategies as a social development imperative.

Furthermore, trade unions advocate for active negotiations to promote reconciliation permissions, particularly among male employees, and to encourage even distribution of domestic responsibilities to challenge gender roles.

Some enterprises have embraced flexible working models, offering tailored work schedules to meet individual needs, resulting in increased employee satisfaction and talent retention.

However, challenges remain as many efforts are obstructed by existing legal and regulatory frameworks that must adapt to contemporary labor realities.

BeiGene further notes that fostering a culture of balance between personal and professional life is essential for employee well-being and motivation.

Positive workplace environments that respect this balance correlate with enhanced productivity and employee engagement, fostering a sense of value and commitment among staff.

Certifications from organizations such as the Másfamilia Foundation are contributing to the standardization of work-life balance models, recognizing efforts toward co-responsibility and balance in companies like DKV, Orange, Grupo Eulen, Urbaser, and Caixabank, among others.