Rocío Hernández, Director of Compensation Consulting at AON, explained that companies generally prepare their budgets between September and October to apply to the following year. But in December there were two factors that generated overlaps in the budgets of the companies: inflation of 7.36% and an increase in the minimum wage of 22%, when it was expected to be 15%.
“We know that many companies, HR areas are in trouble, because they pay above the minimum wage and this brought complicated economic consequences, we began to have overlaps, issues of more unionized workers, negotiations with the staff through the unions, and the reconfiguration of tabulators, issues that are still being worked on”, commented the specialist.
According to a survey carried out by AON to 300 companies, with inflation and the increase in the minimum wage, 60% kept the budget that had already been approved, 40% made important adjustments in some items. 37% increased the percentage that they had forecast for the payment of personnel, above 1% and 2% of what they had contemplated.
2.- Payment of utilities or PTU. The reform that regulates outsourcing brought a greater number of direct employees to the companies, which generates modifications in the amount and distribution of profits, which must be paid no later than June 30 of this year.
“As a result of the elimination of outsourcing, the companies had to make changes in their structures, we have cases of companies that were 10 companies, and now 4, or vice versa, as this year the distribution of profits is beginning to be paid with these effects of restructuring and there are many implications. The companies will have to make a significant PTU payment, plus bonuses, but there is no way to pay them all,” Hernández explained.
Among the implications of these changes are making ESPS advances under the design of justifications, workers’ claims, because for example, in sister companies they will have more or less distribution of profits.
In addition, this provision must be contemplated with a new limit that was determined for this year: three months of the worker’s salary or the PTU average of the last three years.
3.- The pension reform it is reconfiguring the way of making calculations and payments of the pattern.
“The growth in quotas will be seen from 2023, there is an important modification of the company’s quotas; We are increasing from 6.5% of the contribution base salary, which was the total contribution before the reform, from the contribution base salary, we are going to move to a contribution of 8.7%, and this is totally, or most, charged to the company ”, explained Rosalba del Castillo, deputy director of Wealth at AON.
This implies a rethinking of the budgets in the short and long term, the changes they make will depend on their demographic and salary structure.
